The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

Gender pay gap legislation requires all employers of 250 or more employees to publish details of their gender pay gap.

You can also https://gender-pay-gap.service.gov.uk/employer/QNxqVEb1" class="govuk-link">explore this data on a dashboard.

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

Gender Pay Gap legislation introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap as of 31 March 2017. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

Following the public sector equality duty in April 2011 (s149 of the Equality Act 2010), public authorities are obliged, in the exercise of their functions, to have due regard to the need to achieve the three aims of the public sector equality duty:

• to eliminate unlawful discrimination
• advance equality of opportunity
• foster good relationships between people who share a protected characteristic and those who do not.

The Regulator of Social Housing became a standalone organisation on 1 October 2018. As a public body with at least 180 employees, RSH publishes relevant, proportionate equality information to demonstrate compliance with the Equality Duty and to promote transparency and accountability for its equality performance.

This is RSH’s fourth equality information report, which for the third year includes an ethnicity pay gap report. It covers RSH staff and those affected by its policies and procedures. Previous and related reports can be found on our Equality information and pay gap reports collections page.

Employers with 250 or more employees are required to report annually on their gender pay gap. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.

RSH has less than 250 employees and it has only been in existence since 2018, so is voluntarily publishing the figures as part of its continued commitment to improve transparency and equality.

This report also sets out the actions being taken to close the gender pay gap in the organisation.

For other reports see our Equality information and pay gap reports collections page.

The government introduced statutory legislation for organisations (with 250 or more employees) to report annually on their gender pay gap.

This report sets out where the Charity Commission fulfils the reporting requirements. It analyses the figures in more detail and explains what we are doing to close the gender pay gap in the organisation.

You can also https://gender-pay-gap.service.gov.uk/employers/12268" class="govuk-link">explore this data on a dashboard

Gender pay gap regulations require UK employers with more than 250 employees to publish their gender pay gap. This report was prepared using April 2018 salaries based on a snapshot date of 5 April 2018.

Employers with 250 or more employees are required to report annually on their gender pay gap.

This report fulfils the department’s reporting requirements, analyses the figures in more detail and sets out what we are doing to close the gender pay gap in the organisation.

This report is based on a snapshot of all Cabinet Office staff as at 31 March 2018.