Organisational structures of the Department for Transport’s non-departmental public bodies.

Executive agencies

• https://www.data.gov.uk/dataset/ff0c325f-8f3c-4a92-98cd-4aef5c9f7bf4/organogram-of-staff-roles-salaries" class="govuk-link">Active Travel organogram
• https://data.gov.uk/dataset/bd608bb5-a748-4632-8e69-b0be9d8358eb/organogram-of-staff-roles-salaries" class="govuk-link">Driver and Vehicle Licensing Agency organogram
• https://data.gov.uk/dataset/f4c9e9b6-3a42-4d44-8a91-237fc78899df/organogram-of-staff-roles-salaries" class="govuk-link">Driver and Vehicle Standards Agency organogram
• https://data.gov.uk/dataset/eb7facfa-6fc5-45d2-840f-04e91cbd80fb/organogram-of-staff-roles-salaries" class="govuk-link">Maritime and Coastguard Agency organogram
• https://data.gov.uk/dataset/1c2af42a-b945-402d-a7ea-c1f829501623/organogram-of-staff-roles-salaries" class="govuk-link">Vehicle Certification Agency organogram

Other transport organisations

• https://data.gov.uk/dataset/6b926449-2bc0-42eb-bfe2-aba3212a4391/organogram-of-staff-roles-salaries" class="govuk-link">British Transport Police Authority organogram
• https://data.gov.uk/dataset/7c0a079f-1988-4326-ba52-71394d4f7f12/organogram-of-staff-roles-salaries" class="govuk-link">Office of Rail and Road organogram
• https://data.gov.uk/dataset/5161398b-c0f9-45b9-8451-893face3a9ab/organogram-of-staff-roles-salaries" class="govuk-link">High Speed Two Ltd organogram
• https://data.gov.uk/dataset/12440359-cca6-42f2-ad15-b4c8f72845ba/organogram-of-staff-roles-salaries" class="govuk-link">Northern Lighthouse Board organogram
• https://data.gov.uk/dataset/861efe6c-fd5d-49fa-953a-04a498baf56b/organogram-of-staff-roles-salaries" class="govuk-link">Transport Focus (previously Passenger Focus) organogram
• https://data.gov.uk/dataset/799b0276-7ca1-4f56-a0fa-56f17560ec24/organogram-of-staff-roles-salaries" class="govuk-link">Trinity House Lighthouse Service organogram

About the organisation structure charts and data

Organisation structure charts (organograms) include:

• structure of the department/body down to directorate level
• positions of all senior civil servants (SCS) at pay band 2 and above (or equivalent)
• names of SCS pay band 2 and above
• salaries of all pay band 2 and above
• job titles of SCS pay band 1 and 1A (or equivalent)
• reporting numbers of staff within directorates (FTE) and total salary costs of SCS1 teams

Organisational data CSV files include:

• SCS staff posts – name, grade, job title, team function, parent department, organisation, unit, contact details, reports, salary cost of reports

Salary disclosure data CSV files include:

• SCS staff salaries – name, grade, job title, FTE, parent department, organisation, unit, actual pay floor, actual pay ceiling
• junior staff FTE – parent department, organisation, unit, reporting SCS, grade, number of posts FTE

Gender Pay Gap Report

This gender pay gap report for the Forestry Commission (FC) covers the period 1 April 2021 – 31 March 2022. It publishes the mean and median gender pay gaps, the bonus pay gap and the proportions of male and female employees in each pay quartile.

The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, this can indicate issues to address such as less women working in higher pay bands.

The gender pay gap is different to equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.

The Forestry Commission is committed to equality of opportunity for all and will continuously strive to reduce the gender pay gap.

FC Gender Mix

• 43.9% of the FC workforce is female, which is an increase of 1.9% from last year’s report.

FC Gender Pay Gap

• mean pay gap: 3.07%
• median pay gap: -0.28%

The average (mean) hourly rate for males is 3.07% higher than females. The median gender pay gap is lower than the mean gender pay gap at -0.28%. This means that of all the male and female employees of the Forestry Commission, the middle female salary is 0.28% higher than the middle male salary. This has decreased since the 2021-22 pay gap publication which previously had a mean of 4.6% and a median of 6.1%.

Bonus Pay Gap

The Forestry Commission only operates a performance bonus for the senior staff group. There were only 2 performance related bonus payments paid to 2 males.

The Forestry Commission offers a non-consolidated bonus to employees that are promoted from operational to non-operational grades, where the difference in salary is less than a 10% uplift.

There were 15 payments of this type, 11 of these bonuses had a value of less than £5. The remaining 4 were paid to 4 males.

Pay Quartiles

Proportion of men and women in each hourly pay quartile.

• all staff: female 43.6%, male 56.4%

This measure excludes staff not on full pay at 31 March 2021 (e.g. statutory maternity pay, long term sickness or unpaid career breaks)

• lower quartile: female 50.4%, male 49.6%
• lower middle quartile: female 31.4%, male 65.9%
• upper middle quartile: female 41.5%, male 58.5%
• upper quartile: female 41.5%, male 58.5%

The male to female ratio at the top two quartiles is close to the overall ratio while at the lower quartile there is more of an equal split. At the Lower middle quartile males are overrepresented (65%) when compared to the overall percentage (56.4%).

Distribution of men and women across hourly pay quartiles

• not full pay March 2022: female 1.8%, male 2.8%
• lower quartile: female 28%, male 21.5%
• lower middle quartile: female 19%, male 28.7%
• upper middle quartile: female 27%, male 22.5%
• upper quartile: female 23.2%, male 25.5%

Of all women employed by the Forestry Commission, the majority are within the lower quartile (28%) and upper middle quartile (27%). The Forestry Commission workforce is split 56.1% male and 43.9% female. These numbers cover all staff including those not on full pay at 31 March 2022 (e.g. statutory maternity pay, long term sickness or unpaid career breaks).

To reduce the pay gap further we would need to see more women in the upper quartile which is currently at 23.2%.

Causes of the Gender Pay Gap at FC

Forestry work has historically attracted fewer female candidates than male candidates. This is particularly the case in forestry operational roles. This imbalance is improving, and the proportion of female employees has increased over the past few years from 35% to 43.9%. In 2005 the gender pay gap at the Forestry Commission was 21%. Significant work has been undertaken over recent years to reduce this to the current position.

Working to reduce the Gender Pay Gap

The Forestry Commission is committed to improving our gender pay gap and has several programmes underway lookin

Forestry Commission gender pay gap report: Report for the year 2017-2018

Background

In 2017, the Government introduced world-leading legislation that made it statutory for organisations with 250 or more employees to report annually on their gender pay gap. Government departments are covered by the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 which came into force on 31 March 2017. These regulations underpin the Public Sector Equality Duty and require the relevant organisations to publish their gender pay gap data by 30 March annually. This includes the mean and median gender pay gaps; the mean and median gender bonus gaps; the proportion of men and women who received bonuses; and the proportions of male and female employees in each pay quartile.

The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly high gender pay gap, this can indicate there may be a number of issues to deal with, and the individual calculations may help to identify what those issues are.

The gender pay gap is different to equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.

The Forestry Commission (FC) supports the fair treatment and reward of all staff irrespective of gender. This report fulfils the Forestry Commission’s reporting requirements, analyses the figures in more detail and sets out what we have done to reduce the gender pay gap in the organisation.

FC gender mix (as at 31 March 2018)

• 36% of FC workforce are women
• 18% of FC Senior Civil Servants are women

The figures have increased from last year when the gender mix was 35% of the FC workforce were women and 17% of FC Senior Civil Servants were women.

FC gender pay gap (as at 31 March 2018)

• Mean pay gap: 6.3%
• Median pay gap: 1.4%

The average (mean) hourly rate for males is 6.3% higher than females. This has increased slightly since last year (6.2%).

The median gender pay gap is lower than the mean gender pay gap at 1.4%. This means that of the whole male and female workforce in the FC, the middle male salary is 1.4% higher than the middle female salary. This is the same percentage as last year.

FC bonus pay gap (as at 31 March 2018)

• Mean pay gap:37.5%
• Median pay gap: 37.5%

Proportion of men receiving bonus: 0.1%

Proportion of women receiving bonus: 0.1%

FC only operates a performance bonus for the senior staff group, which constitutes only 11 employees in the FC. From 1 April 2017 until 31 March 2018 there were three recipients of a bonus across FC. This represents 0.1% of men and 0.1% of women across FC. The pay gaps between bonuses for men and women using both the mean and median calculations have increased from last year when we had no bonus pay gap. However, with so few members of staff eligible for bonuses within the FC, a single award to a single individual can make a significant difference to the percentage pay gaps.

Pay quartiles (as at 31 March 2018)

• All staff

Women: 36%, Men: 64%

This measure excludes staff not on full pay at 31 March 2018, such as statutory maternity pay, long term sickness or unpaid career breaks.

• Lower quartile

Women: 47%, Men: 53%

• Lower middle quartile

Women: 27%, Men: 73%

• Upper middle quartile

Women: 35%, Men: 65%

• Upper quartile

Women: 33%, Men: 67%

Proportion of men and women in each hourly pay quartile

The lower quartile of staff comprises 47% female staff and the upper quartile comprises 33%. This compares with the wider FC population of 36% females (this FC workforce is split 64% male and 36% female. These numbers cover all staff including those not on full pay at 31 March 2018, such as statutory maternity pay, long term sickness or unpaid career breaks).

This can also be seen in the following table

These documents explain the Home Office structure and salaries at the respective report dates.

Data source: Metis - Home Office human resources record system.

This information focuses on posts rather than people and includes all civil servants.

Explanatory notes:

• this publication is based on information taken at the end of each reported month – like all organisations, staff changes occur on a frequent basis, which makes complete accuracy at this level of detail a difficult task
• additional information has been redacted on grounds of national security