Gender Pay Equity
The request was successful.
From: Julie Hemming
Dear Masterton District Council,
With International Womans Day coming up on 8th March, I request the following information.
What percentage of Council employees are paid at or over the midpoint/median of the salary range for their particular role?
What percentage of those Council employees paid at or over their set midpoint/median identify as female?
From: Ruth Cox
Masterton District Council
Good morning Julie
Thank you for your email dated 3 March 2021 requesting information under the Local Government Official Information and Meetings Act 1987 relating to gender pay equity.
The information you request will be compiled and we will respond to you as soon as practicable but within 20 working days after the day on which your request was received, as allowed under s13(1) of the Act.
From: Danielle Armstrong
Masterton District Council
Thank you for your email received 3 March requesting information under the
Local Government Official Information and Meetings Act relating to gender
The short answer is of the 101 roles we could compare, 68% were paid at or
over the market median for the role. Of those, 62% were female.
Masterton District Council is currently in the process of ensuring all
current roles are correctly sized and graded using the Strategic Pay 10
scales as part of our commitment to ensuring all staff are fairly
compensated for the job they do at the level they do it, irrespective of
gender, length of service, etc. Unfortunately we have not completed this
process for all roles and staff but are aiming to do this during this
financial year (ie before 1 July 2021). We only have a few roles to go.
From this work we will have the full picture of mid-points and be able to
complete the analysis you request. It is of course important to bear in
mind that the figures provided are based on the position information only
and do not take into account the employee. When setting remuneration for a
person, it is important to take into account factors including the
individual’s stage of development, performance in the position and the
importance to the organisation of that individual.
We would be happy to share our up to date break down when we have
completed our project.
At this stage we can provide historic data from the 2019/20 year, however
it is not complete. Further analysis to provide a complete picture of the
historic data will take us a while and we would need an extension to the
20 day timeframe for responding to LGOIMAs. We realise this is not ideal
but if you wish us to gather this information please let us know. As
above we are concentrating on getting ourselves ready to move forward to
ensure there is equity across all of our staff and feel this achieves the
most for our people, so we would prefer to focus on this rather than
completing an analysis of historical data and roles that are already in a
lot of cases two years out of date.
Based on the 2019/20 year including roles where we have comparable market
data and excluding the 7 senior management staff and a number of new
roles, of the 101 roles we could compare, 68% were paid at or over the
market median for the role. Of those, 62% were female.
I trust this information satisfies your request. However, you have a right
to seek a review, under section 27 of the Local Government Official
Information and Meetings Act 1987, regarding the information we have
Executive Assistant to the Chief Executive
06 370 6283
027 807 0304
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