Gender Pay Gap Report 2021 and 2022

​​​​​​​​Introduction

The Government of Jersey has committed to publish the gender pay gap data since 2019. Figures provided are based on a snapshot of data for 30 June 2021 and 30 June 2022 respectively and are representative of hourly rates of pay.

What is a gender pay gap?

A gender pay gap shows the difference in the average gross hourly earnings between all men and women in a workforce. It is a measure of workplace disadvantage in terms of a comparison between male and female average hourly rates of pay. The gap is measured as a:

• positive measure if, for example, a gap exists of 12%, this indicates that females earn on average less per hour than their male counterparts
  
• negative measure if, for example, -5% indicates that females earn more than their male counterparts. This may be evident in areas where there are typically higher paid female employees, or a higher volume of male employees are paid at a lower rate
  

If a workforce has a particularly high gender pay gap, this indicates the need to explore and address issues and implement an action plan which aims to reduce the gap. 

Equal pay​

The Government of Jersey and Non-Ministerial departments always pay equally for the same roles within pay group regardless of gender. Reward structures have been established for individual pay groups with grades and pay or pay ranges for levels of work. 

Current public sector pay scales are published. 

Salaries are paid according to the grade of a job irrespective of gender. 

What is the gender pay gap for 2022 and 2021?

The gender pay gap for Government of Jersey is:

All staff data

The median hourly pay gap has increased by 2.58 from 2021 to 2022, however there has been a slight reduction in the mean hourly pay gap. 

Underlying causes of the gender pay gap

The workforce profile represents some roles which traditionally attract more females or males, and this is evident as follows (over 2021 and 2022):

• 60% of doctors and consultants are male
• 68% of teachers are female (excluding headteachers and deputy headteachers)
• 90% of teaching assistants are female
• 82% of nurses and midwives are female

The States Employment Board has acted to understand some of the underlying causes since 2020.

The number of females appointed to senior roles increased since 2021 from 1 to 3 (in Tier 1 and Tier 2 roles) which was indicative of the positive shift in the appointment of females at a senior level.

Although the data is based on hourly rates of pay, the higher volume of female employees in part-time roles compared to males is indicative of the known issue that many females are typically the main carers and reduce their working hours to accommodate, in comparison to males. 

Addressing the gender pay gap

Female representation in senior roles

2021 saw a positive outcome for the gender pay gap at a senior level with the addition of 1 female employee at Tier 1 level. Whilst there has been an increase in the overall gender pay gap in 2022, it must be acknowledged that the pay gap has reduced significantly in some areas, which is recognition of the efforts made to focus on addressing the gap. 

People Strategy

The People Strategy was implemented in November 2021 and outlines the Government of Jersey's 4 commitments to "Our People", promotes the values and represents the 5 strategic priorities within the Government Plan.

The commitment for "Our Future" includes the promotion of agile working and practices to support diversity, attract and retain talent and support increased wellbeing and productivity.

Diversity, Equity, and Inclusion Strategy (DEI)​

The DEI strategy, approved early 2022, includes a governance and delivery framework. Considerable effort has been invested into developing this strategy, with the primary focus being on creating and developing an inclusive environment and working practices where individuals can fulfil their potential and feel that they belong. 

Significant focus and achievements made consists of:

• signing the Island's "51 Employers Pledge" and committing to creating a menopause friendly workplace, a new menopause guide and menopause friendly absence options
  
• the establishment of 8 different employee led networks (ELN's) to help promote awareness, shape our people policies, and build inclusivity
• the delivery of "safe space" sessions run by the Race Equality and Cultural Heritage (REACH) network with the Executive Leadership Team
• the introduction of a blind recruitment pilot run within the Cabinet Office to remove unconscious bias in the hiring process
  

Family Friendly Employer

Flexible working 

Flex positive, a flexible working programme was launched within Government of Jersey during 2021. The aim of this programme was to increase the commitment to flexible working across Government, and to be recognised as a "flexible" employer. 

Several pilots were set up within departments, which provided the opportunity to trial alternative methods to flexible working, with a follow up survey to determine effectiveness. These were supported independently by a leading recognised flexible working organisation (Timewise).

The flexible working policy has been revised. This policy allows for informal requests for flexible working to be made to respond to short term situations, but also includes the right to request a change to working arrangements on a formal basis from the first day of employment. 

The revised policy includes toolkits to guide managers on how to consider and implement flexible working requests and applies a reason neutral approach. Espresso sessions have been available to line managers since 2022, which provides training and guidance on how to consider flexible working requests fairly and objectively.

Parental leave

A change was issued to the parental leave policy, effective January 2022, which allowed for an additional 8 weeks paid parental leave to be taken (a total of 20 weeks paid). The additional 8 weeks could also be transferred between parents if both worked for Government of Jersey.

This was in support of the strategic priority to "Put Children First", allowing new parents increased time with children, but also emphasises our continuing efforts to attract and retain female employees, offering a total of 52 weeks paid parental leave, consisting of 20 weeks paid leave and a further 32 weeks unpaid leave.

Recruitment​

Various recruitment strategies are underway, with initial focus on the areas where there is a shortage of skills, in particular within Children, Young People, Education and Skills (CYPES). Emphasis has been placed on the recruitment process and the application of alternative techniques to minimise any bias at application stage and introducing diversity within interview procedures to ensure equal representation.

A Jersey Public Service careers microsite has been developed which encompasses our employee value proposition, highlighting the rewarding careers we can offer. There is an opportunity on adverts to promote our approach to flexible working applications.

Board Apprenticeship Scheme

The States Employment Board sponsored the IWILL network, partnering with arm's length organisations (ALO's) to enable women to take up board opportunities during 2022. This initiative will continue and aims to increase board member gender diversity within the public service. 

Talent programmes

The government of Jersey is committed to ensuring we have a sustainable, skilled workforce for the future, through building and developing existing talent across government. The following areas have made significant progress to date and support us in addressing the gender pay gap.

Early in careers

Significant focus to date has been related to early in careers. This provides an opportunity to build a talent pipeline and grow our own talent. Departments are now involved in project trident, work placements and summer internship programmes. 

To ensure fair pay, there is consistent application of starting salary and "zero negotiation" on high pay for interns.

Apprenticeship schemes

Significant focus has been applied to apprenticeship schemes, and the apprentice payscales are now published. Regardless of gender they are paid a specific rate within the scale for the role. This scheme encourages applicants to consider applying for areas which may be predominantly female.

Learning and development

All new employees are required to complete the onboarding training module, which consists of mandatory and statutory training, inclusive of DEI and dignity and respect.

Strategic workforce planning

The Government of Jersey has made considerable progress in introducing strategic workforce plans within departments. Through this process departments completed an analysis of their workforce data to include gender and pay data and departments are already identifying diversity risk areas and any opportunities for improvement.

Common Strategic Priorities​

The new Council of Ministers issued revised common strategic priorities in 2022. An increase to existing government funded nursery fees was issued, effective from September 2021.  

The funded hours increased from 20 to 30 hours per week, the aim of which was to support families with affordability of nursery fees and encourage more females to return to work.

This, coupled with the flexible working legislation being ahead of the UK with the right to request flexible working from the start of employment, is part of an ongoing action plan to attract more females to our organisation and encourage access to all roles, the aim being to remove any barriers to progression.

Next steps​

The above actions indicate the significant effort which is being made to address the gender pay gap. This will continue in the form of an overall action plan built into departments people plans, where progress can continue to be reported on. 

Whilst the above figures report a minimal reduction in both male and female headcount from 2021 to 2022, the methodology explains the exclusions from this report in more detail. 

The mean (average) hourly pay gap has reduced slightly, whereas the median has increased. The increase of the median pay gap is reflective of the number of female leavers and male joiners above £100,000 per annum, which has an impact on the overall median score.

Methodology

The gender pay gap reports for 2019 and 2020 were based on hourly pay of staff. From 2021 we have moved to follow the UK government advice and report on ordinary hourly pay. This pay includes basic pay along with standby, shift payments and any supplements. It does not include pay associated with overtime. Bonuses are not provided and are therefore not included. 

Data is reported from June to June and differs from the Annual Account and reports, which are reported December to December.

 The following data is excluded (in line with UK reporting):

• employees who started or ended employment during the month of June
• employees on reduced pay for parental leave
• employees on career breaks or prolonged period of unpaid leave
• employees on zero pay due to long term sick leave
  

Where data has been redacted within the report, this is to ensure employees individual salaries are not identifiable.

Some information will count employees more than once, where they fall into more than one salary bracket for their FTE and salary, or where they work for more than one department. Both median and mean ordinary hourly pay has been calculated. The same calculations applied to teachers has been applied for headteachers hourly pay.

What defines ordinary pay?​

Ordinary pay includes basic pay along with standby, shift payments and any supplements. It does not include pay associated with overtime.

Gender pay gap data

The data for the States of Jersey gender pay gap is based on information as at 30 June 2022 and 30 June 2021.

The metrics shown include:

• data for all direct employees of the States of Jersey, including those on permanent and fixed term contracts
• difference in the mean (average) pay of the hourly rate of men and women expressed as a percentage
• difference in the median (middle) pay of the hourly rate of men and women expressed as a percentage
• difference in mean and median hourly rate of men and women in tier 1 and tier 2 senior leadership roles and for the remaining organisation by department
• number and percentage of workforce who are male or female
• number and percentage of workforce who are male or female at each salary band
• gender comparison by departments and pay groups
• gender comparison for the whole workforce split into 4 quartiles, where quartile 1 is the percentage workforce on the lowest 25% hourly rate and quartile 4 is the percentage of the workforce on the highest 25% hourly rate
  

Profile of the States of Jersey workforce​

The States of Jersey workforce is diverse and covers multiple public sector organisations, including the Government of Jersey and Non-Ministerial departments. Together, we deliver a wide range of central and local government, legal and parliamentary functions, and services. We also employ a diverse range of employment groups and professions, spanning a wide array of strategic and delivery activities.

Some of these professions or employment groups have traditionally employed and attracted one gender more than another. For example, teachers and nurses are predominately female, while manual workers and those working in uniformed services (like Police and Fire and Rescue service) are predominantly male.

Pay transparency​

Transparency of pay and reward provides information to help assess how pay is allocated. 

This prompts a review and assessment of any contributing factors towards the gender pay gap. To ensure transparency, the States of Jersey annual report publishes a remuneration and staff report of the numbers of employees paid above £100,000 per annum. 

Salary and allowances of the Executive Leadership team is published. 

2022 and 2021 Annual Reports and Accounts.

Gender pay gap data

Tier 1 and 2 - 2022 

Tier 1 and 2 - 2021 

Observations

• the number of female employees at tier 1 has increased from 2021 to 2022, which has resulted in a reduction in the "mean" pay gap
  
• the number of male employees has increased at tier 2, which has resulted in a slight increase in the median gender pay gap. This does however represent a nil gender pay gap, which is an overall positive outcome at a senior level
  

Headcount by gender and salary band

Differences from 2021 to 2022

Observations

• In 2022, 54.8% of female employees earned less than £50,000 per annum, in contrast to 45.8% of male employees
  
• In 2021, 60.8% female employees earned less than £50,000 per annum, compared to 52.2% of male employees, meaning that in 2021 both medians would fall into this band whereas in 2022 only the females would
  
• There is a high volume of differences for salaries of £40,000 per annum and less which represents employees either leaving or moving to a higher pay band, due to pay awards
  
• While there has been an overall increase of female employees earning £100,000 or above from 2021 to 2022, there are still a higher number of male employees earning in this higher salary bracket which affects the gender pay gap
  

Gender pay gap by department

2022 Data

Part-time data 2022

2021 Data

Part-time data 2021

Observations

• the highest gender pay gap is in Children, Young People, Education and Skills (CYPES), where the proportion of females in lower paid roles is higher
  
• the next biggest department by headcount is Health and Community Services (HCS) where the gender pay gap has reduced by 4.2 from 2021 to 2022 which would indicate that female median pay is almost equal to male pay
  
• the transfer of the covid workforce team from Justice and Home Affairs to Strategic Policy, Planning and Performance in 2022 has resulted in an increase in the number of female employees within the department, many of whom are in lower paid roles
  
• within Infrastructure, Housing and Environment (now renamed Infrastructure and Environment) the negative gender pay gap has reduced further by 12.1 which represents an increase in female employees paid at a higher rate than their male counterparts. This is also indicative of the higher volume of male employees within manual worker roles who are paid at a lower rate
  

Gender pay gap by pay group

2022 Data

2021 Data​

Observations

• 
  
  • There are significant gender pay gaps within pay groups such as Doctors and Consultants, where the proportion of females at the highest paid grade is smaller than those at junior grade level. The payscales for doctors and consultants is broad, ranging from foundation level doctors to medical consultants which also creates a significant gender pay gap
    
  • The largest number of employees are within the civil servants pay group, and the gap has increased, whereas the gap has reduced in several other areas, such as the prison. Despite the higher volume of male employees compared to female, it's evident that efforts have been made to appoint more females in higher paid roles. This is a positive outcome, however it is acknowledged that where a specific paygroup is confined to one department or area, the increase in the median pay gap for civil servants is more challenging to address as this paygroup is based across all departments
    
  • Police Officers and Teachers have consistently retained a zero gender pay gap during 2021 and 2022. This means that although there are higher percentages of male and female staff (respectively), the pay rates applied are equal
    

Headcount by gender and salary quartile

2022 Data

2021 Data

Observations

• The proportion of females and males in each quartile has a considerable effect on the median
• over both years, 73% of employees in the lower quartile are female, compared to only 27% of males
  

Annex

Measures of the gender pay gap

​​The reporting methodology differed from 2019 and 2020, as reporting was on hourly base pay, and we have now moved to reporting on ordinary hourly pay, in line with UK reporting methodology. As a result, data will not be comparable due to the change in methodology. 

Current report in PDF format

​​Gender pay gap report 2021 and 2022​

Previous reports in PDF format

Gender pay gap ​report 2020​

Gender pay gap report 2019

Departmental reports

Chief Operating Office

2022 breakdown by pay group

2021 Breakdown by pay group

2022 Breakdown by salary band

2021 Breakdown by salary band

Observations 

There was a slight increase in the median gender pay gap from 2021 to 2022, which is representative of the minor reduction in the number of female employees and an increase in male employees both of whom were paid at a higher rate. 

Children, Young People, Education and Skills

2022 Breakdown by pay group

2021 Breakdown by pay group

2022 breakdown by salary band

2021 breakdown by salary band

Observations

• The gender pay gap for Teaching Assistants has reduced by 3.5 from 2021 to 2022
  
• The gap for personal contract holders has increased from 2021 to 2022, which represents an increase in the number of male employees who are paid at a higher rate of pay
  
• The median gap percentage for civil servants overall has reduced by 14 from 2021 to 2022. There has not been a significant increase or reduction in female or male headcount respectively, however, this may be attributed to the retention strategy and payment of an additional allowance for social workers during 2022
  
• The gender pay gap for Nurses and midwives within this department has reduced 2021 to 2022, which is attributed to the low number of males employed and at the lower rate of pay
  

Customer and Local Services

2022 Breakdown by pay group

2021 Breakdown by pay group

2022 Breakdown by salary band

2021 Breakdown by salary band

Observations

Customer and Local Services have maintained a zero gender pay gap over 2021 and 2022, which is representative of the females employed at a higher rate of pay.

Health and Community Services 

2022 Breakdown by pay group

2021 Breakdown by Pay Group

2022 Breakdown by salary band

2021 Breakdown by salary band

Infrastructure, Housing and Environment

2022 Breakdown by pay group

2021 Breakdown by pay group

2022 Breakdown by salary band

2021 Breakdown by salary band

Justice and Home Affairs

2022 Breakdown by pay group

2021 Breakdown by pay group

2022 Breakdown by salary band

2021 Breakdown by salary band

Observations

The median pay gap for Prison Officers has reduced by 7.2% from 2021 to 2022. Although there are fewer female employees, the median hourly rate of pay has increased, acknowledging there has been an improvement in the difference between average hourly rates between males and females.

Non-executives and Legislature

2022 Breakdown by pay group

2021 Breakdown by pay group

2022 Breakdown by salary band

2021 Breakdown by salary band

Office of the Chief Executive and Department for the Economy

The Department for the Economy was set up in 2022. As such, data for 2021 is not available. The Department was previously part of the Office of the Chief Executive and figures provided for 2021 are reflective of both departments.

2022 Breakdown by pay group

Office of the Chief Executive

2022 Breakdown by pay group

Department for the Economy

2021 Breakdown by pay group

Office of the Chief Executive

2022 Breakdown by salary band

Office of the Chief Executive

2022 Breakdown by salary band

Department for the Economy

2021 Breakdown by salary band

Office of the Chief Executive

Strategic Policy, Planning and Performance

2022 Breakdown by pay group

2021 Breakdown by pay group

2022 Breakdown by salary band

2021 Breakdown by salary band

Treasury and Exchequer

2022 Breakdown by pay group

2021 Breakdown by pay group

2022 Breakdown by salary band

2021 Breakdown by salary band