The table only covers individuals who have some liability to Income Tax. The percentile points have been independently calculated on total income before tax and total income after tax.

These statistics are classified as accredited official statistics.

These tables only cover individuals with some liability to tax.

These statistics are classified as accredited official statistics.

Gender Pay Gap Report

This gender pay gap report for the Forestry Commission covers the period 1 April 2019 – 31 March 2020. 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

39.4% of the FC workforce is female

FC Gender Pay Gap

• Mean pay gap: 6.10%
• Median pay gap: 1.35%

The average (mean) hourly rate for males is 6.1% higher than females. The median gender pay gap is lower than the mean gender pay gap at 1.35%. This means that of all the male and female employees of the Forestry Commission, the middle male salary is 1.35% higher than the middle female salary. This has decreased since the 2018-2019 pay gap publication which previously had a Mean of 8.7% and a Median of 5.71%.

Bonus Pay Gap

The Forestry Commission only operates a performance bonus for the senior staff group. There was only 1 bonus payment paid to 1 male.

Pay Quartiles

Proportion of men and women in each hourly pay quartile.

• All staff

Women 40%, men 60%

This measure excludes staff not on full pay at 31 March 2020 (e.g. statutory maternity pay, long term sickness or unpaid career breaks)

• Lower Quartile

Women 41%, men 59%

• Lower Middle Quartile

Women 39%, men 61%

• Upper Middle Quartile

Women 39%, men 61%

• Upper Quartile

Women 38%, men 62%

The upper quartile of staff comprises 38% female staff and the lower quartile comprises 41%. This compares with the wider Forestry Commission population of 40% female (The Forestry Commission workforce is split 60.6% male and 39.4% female. These numbers cover all staff including those not on full pay at 31 March 2020 (e.g. statutory maternity pay, long term sickness or unpaid career breaks). In the last year we have seen a decrease in women in the lower pay bands and an increase of women in the higher pay band. This will explain the positive reduction in our gender pay gap since our last publication. To reduce the pay gap further we would need to see more women in the upper pay quartile.

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 40%. 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 a number of programmes underway looking to reduce it, these include:

Narrowing of Pay Ranges

The 2019 and 2020 pay review have resulted in one grade changing to a spot rate and we have narrowed ranges at several other grades. This has resulted in a narrowing of our gender pay gap. When the pay remit allows further activity will be undertaken to continue this positive progress.

Offer 2020

Offer 2020 is a programme which is reviewing our offer to staff. This includes everything from pay and benefits through to staff wellbeing and development. Part of this programme is looking at operational roles and whether anything can be done to improve the pay scales. Any changes achieved in this area will support a further reduction in the gender pay gap.

Women in Forestry Programme Board

At the Forestry Commission, we strongly believe in listening to staff and acting on what they say. We have run a number of women in forestry focus groups to unders

This second annual review of the Prosperity Fund Global Trade Programme (GTP), covers July 2019 to August 2020. The review covers the GTP as a whole programme, including the Service Manager (SM), World Bank/World Customs Organisation, and UK Trade Partnerships Programme components.

The GTP is the single largest Prosperity Fund programme. It will provide technical assistance and other support to facilitate free trade and open markets for middle-income countries eligible for Official Development Assistance (ODA), enabling greater investment and interaction with global value chains to create jobs and prosperity. This will be delivered through 2 core objectives that aim to boost equitable economic growth and reduce poverty to:

1. enable partner countries to identify and remove non-tariff barriers
2. create the conditions for increased international trade in support of the UK government’s objectives

With poverty reduction as the primary objective, the GTP will also deliver secondary benefits through increasing market access for international businesses, including from the UK. It will also build bilateral partnerships on trade related issues with important emerging markets, in support of the UK trade strategy.