Greater Manchester Combined Authority is proud to be a responsible employer that believes in the economic empowerment of employees.

We are committed to continuing with our intent to provide a truly inclusive place to work, where our colleagues thrive and gain fulfilment, irrespective of gender or ethnic diversity. This is not only the honourable thing to do but it is vital to the successful growth we wish to enable within our flourishing Greater Manchester communities.

Each year, we publish our gender pay gap figures to comply with the statutory reporting requirements of the UK government.

What is gender pay gap reporting?

The gender pay gap is the difference in the average hourly wage of all men and women across a workforce. It gives a snapshot of the gender balance within an organisation by measuring the difference between the average earnings of all male and female employees, irrespective of their role or seniority. If women do more of the less well-paid jobs within an organisation than men, the gender pay gap is usually bigger.

The gender pay gap is not the same as equal pay, which deals with paying men and women differently for performing the same (or similar) work. Equal pay has been against the law since 1970.

2019 Gender Pay Gap Results

The comparison of March 2019 GPG results alongside the March 2018 results conveys the changes and improvements GMCA are making as an organisation to close the gender pay gap and increase gender equality amongst staff.

Overall, results show in March 2019 that the GMCA has achieved a reduced gender inequality within the workplace as our gender pay gap mean is below the national average by around 19.8 percentage points and the median by 17.8 percentage points. This is an improvement on previous year where the mean was 15.2 percentage points and the median 16.6 percentage points below the national average.

This suggests the GMCA are moving forward by promoting an increase of women into a historically male dominated workforce and into roles that are more senior.

Gender Pay Gap (GPG) data

GMCA1 gender pay gap is based on hourly rates of pay as at 31 March 2019 women's hourly earnings were on average 2.7% (mean) higher than men and 0.1% (median) below those of men.

The gender pay gap gives a snapshot of the gender pay balance within our organisation. It measures the differences between the earnings of all male and female employees, irrespective of their role or seniority.

The GMCA’s GPG is below the national average2   at October 2018

Mean: 17.1% (19.8 points below)

Median: 17.9% (17.8 points below)

GMCA Gender Pay Gap 31 March 2018

Mean gender pay gap men paid 1.9% more

  • Women: £15.77 (385 Relevant paid employess)
  • Men:£16.07 (1,476 Relevant paid employees)

Median gender pay gap men paid 1.3% more

  • Women £14.07 
  • Men £14.25

GMCA does not offer a bonus scheme

GMCA gender pay gap 31 March 2019

Mean gender pay gap women paid 2.7% more

  • Women £16.66 (437 Relevant paid employees)
  • Men 16.22 (1,569 Relevant paid employees)

Median gender pay gap men paid 0.1% more

  • Women £14.46 
  • Men £14.47

GMCA does not offer a bonus scheme

Quartile pay band (March 19)

The gender distribution over our pay groups indicates that 22% of the GMCA workforce consist of women. This reflects the greater proportion of men in roles affected by occupational segregation, as well as there being more men with in senior roles.

The pay quartile analysis (left) shows that there has been a slight improvement of female representation within the lower middle, upper middle and upper quartiles.

However overall 43.5% of women employed are in the lower quartile compare to only 19.8% of men employed.

Proportions of women and men in each quartile pay band at 31 March 2018:

  Lower Lower middle Upper middle Upper
Men 60% 96% 87% 75%
Women 40% 4% 13% 25%

 

Number of women and men in each quartile pay band at 31 March 2018:

  Lower Lower middle Upper middle Upper
Men 277 446 403 350
Women 188 19 62 116

 

Proportions of women and men in each quartile pay band at 31 March 2019:

  Lower Lower middle Upper middle Upper
Men 62% 94% 85% 72%
Women 38% 6% 15% 28%

 

Number of women and men in each quartile pay band at 31 March 2019:

  Lower Lower middle Upper middle Upper
Men 311 472 425 361
Women 190 30 76 141

 

From 1 April 2017, GMCA adopted more powers, devolved from central government. As part of this transition, GMFRS integrated with GMCA on 8th May 2017. The GMFRS has historically been male dominated, particularly in the Uniformed roles. This remains the case and 96% of GMFRS, Uniformed staff are male. This peculiar dispersion has important statistical consequences for the mean and median when viewing GMCA Uniformed staff and GMCA staff excluding Uniformed staff separately.

This peculiar dispersion also affects the overall Quartile pay bands in that 76% of women and 43% of men are in the Lower and Upper quartiles and 24% of women and 57% of men are in the lower middle and upper middle quartiles.

Lower and upper quartiles Lower middle and upper middle quartiles
43% 57%
76% 24%

 

What's Next?

Using December 2018 as a benchmark it is clear that overall we have improved our Gender Pay Gap. However, more work and actions are required especially within the GMCA Uniformed and non - uniformed staff groups. This will help us understand any underlying causes for our gender pay gap within these groups and we will take suitable steps to address these.

We are committed to improving opportunities for progression and development across the GMCA for employees of all genders and backgrounds. We believe GMCA could use this report as an opportunity to lead by example, showing we are taking the problem of gender pay inequality seriously, and offer leadership opportunities to all underrepresented groups inclusive of Women, BAME and LGBT+ employees. Our ambition remains; to develop a reputation for being a fair and progressive employer for everyone, attracting a wider pool of potential recruits for vacancies with the benefit of enhancing our productivity that can come from a diverse workforce that feels valued and engaged in a culture committed to tackling inequality.

We are advancing equality, through the establishment of four staff networks (BAME, Women’s, LGBT+ and Dis-ability networks) promoted to all employees to become active members. Increasing strong Allyship and visible role models across the organisation.

We are fostering an inclusive culture in GMCA through the Leadership of Chief Executive Eammon Boylan, Councilor Brenda Warrington, GM portfolio lead for Equality and our Equality, Diversity and Inclusion Strategic Group, chaired by Greater Manchester Fire and Rescue Service, Deputy Chief Dawn Docx, supported by a committed Leadership team both Senior Management and Corporate Leadership.

Declaration

We confirm that the GMCA pay data has been collected and presented within this report in accordance with the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

 

Eamonn Boylan Signature

Eamonn Boylan, GMCA Chief Executive