The mean and median pay and bonus gaps for the Treasury Group, broken down by grade, are shown in the table below.
Mean Gender Pay Gap
Median Gender Pay Gap
Mean Gender Bonus Gap
Median Gender Bonus Gap
It is not possible to break this information down by profession as the information is not available.
- The Civil Service has been leading the way by publishing its gender pay gap figures for a number of years as part of the annual Civil Service statistics publication.
- The figures published in December are in response to the Government’s new reporting requirements for large employers in all sectors. The new requirements will provide unprecedented transparency, generate wider debate and encourage employers to take the action required to close the gap.
- Since April 2017 departments are required to publish data on the following:
o Gender pay gap (mean and median averages)
o Gender bonus gap (mean and median averages)
o Proportion of men and women receiving bonuses
o Proportion of men and women in each quartile of the organisation’s pay structure
- Building a diverse and inclusive workforce that reflects the people we serve is one of the Civil Service’s top workforce priorities. Its collective aim is to make the Civil Service the UK’s most inclusive employer by 2020. Its new Diversity & Inclusion Strategy outlines how it plans to achieve this. The Civil Service should create opportunities for all in a truly meritocratic way and reward all civil servants fairly, regardless of gender, ethnicity or any other personal characteristic.
- The Treasury is committed to fairness. In particular, promoting equality of opportunity for all and a culture which values differences. As an employer, we want to ensure our workforce is representative of the community it serves and attract and retain talented employees from a wide range of backgrounds and with diverse skills and experience
- The Treasury is committed to minimising the gender pay gap within the organisation. We have already made improvements to our pay system to shorten pay ranges and thereby improve internal equity. We have also set out an ambitious target of achieving representation of 50% female at every grade in the organisation as part of our Diversity and Inclusion action plan.
- A particular emphasis has been placed on increasing the representation of women in senior level positions and we have also launched several initiatives, including improving our diversity of graduate recruitment and ensuring greater representation of women in our talent programmes, to help achieve this. Over the last two years, we have already seen the number of women increase at SCS level by 3.2%. Since 31st March 2017 50% of our Directors and Director Generals are now women.
- Across the whole of the Civil Service, the overall median gender pay gap has narrowed over the past year, down from 13.6% in 2016 to 12.7%. This is significantly lower than the overall UK pay gap of 18.4% and 23.7% in the private sector.