Transparency data

Marine Management Organisation gender pay gap 2018 report

Published 19 December 2018

1. Introduction

Gender Pay Gap legislation (developed by the Government Equalities Office) introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap for workers in scope as of 31 March 2018.

MMO’s pay approach supports the fair treatment and reward of all staff irrespective of gender.

The gender pay gap differs from equal pay.

Equal pay deals with the pay difference 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 women. This equation relates to men and women doing the same job.

The gender pay gap is a measure of the difference between men’s and women’s average earnings across an organisation or the labour market. It is expressed as a percentage of men’s earnings. Used to its full potential, gender pay gap reporting is a valuable tool for assessing levels of equality in the workplace, female and male participation and how talent is being maximised. This equation relates to men and women working in the same place and can vary by occupation and working patterns. For example: occupations where women are under represented typlically prodcued higher pay gaps

Under Gender pay gap legisaltion, relevant employers (over 250 employees at the snap shot date of 31st March) are required to calculate;

• mean gender pay gap
• median gender pay gap
• propartion of males/females in pay quartiles
• mean bonus gap
• median bonus gap
• bonus proportions on a gender basis

The organisation is split equally into 4 quartiles based on the actual headcount at the 31st March. This year the snapshot is taken on a headcount of 308 will be split into equal quartiles of 77, there will be a varying number of grades within each quartile.

2. MMO’s organisational context

MMO’s pay system covers Civil Service grades ranging from administrative to managerial level. Grades vary according to the level of responsibility that staff have. Each grade has a set pay range with pay gaps in between grades.

MMO’s Senior Civil Servants are covered pay arrangements which apply across the Civil Service.

Comparison of mean pay in MMO shows a gap in favour of men of 12.9% against 16% in 2017. Comparison of median pay in MMO shows a gap in favour of men of 9% in comparsion to 14% in 2017. The National gender pay gap is 18.1% (Equlities and Human rights comission).

When pay is analysed by grade, average pay gaps are smaller or non existent than the overall figure: in most grades there is no gap or the gap is in favour of women.

3. Breakdown by grade

Quartile	Total	Male	Female	Male	Female
Lower	77	30	47	38.96%	61.04%
AO	26	3	23	11.54%	88.46%
EO	43	20	23	46.51%	53.49%
NED	8	7	1	87.50%	12.50%

Quartile	Total	Male	Female	Male	Female
Lower Middle	77	34	43	44.16%	55.84%
EO	61	24	37	39.34%	60.66%
HEO	16	10	6	62.50%	37.50%

Quartile	Total	Male	Female	Male	Female
Upper Middle	77	56	21	72.73%	27.27%
EO	4	2	2	50.00%	50.00%
HEO	50	36	14	72.00%	28.00%
SEO	23	18	5	78.26%	21.74%
Upper	77	47	30	61.04%	38.96%
HEO	5	3	2	60.00%	40.00%
SEO	24	13	11	54.17%	45.83%
G7	34	21	13	61.76%	38.24%
G6	8	7	1	87.50%	12.50%
SCS1	5	2	3	40.00%	60.00%
SCS2	1	1	0	100.00%	0.00%
Full Pay Relevant Employees	308	167	141	54.22%	45.78%

4. Closing the gender pay gap

MMO and the senior leadership team are committed to fair pay irrespective of gender. During 2017/18 a leadership team have been appointed as a working group to look into solutions to close the gap even further, it is worth noting that since our publication in 2017 the gap has closed by 3.1%.

The data has been analysed to understand where the gap arises from, it has been identified that looking within the grading structure there is a minimal pay gap between male and female employees and that the overall gap is present due to a higher proportion of males in the upper and upper middle quartiles.

To help address the main issue of disproportionate numbers of male and female employees in the upper quartiles, MMO are committed to the below actions and expect that the gap will continue to close at the rate that has been seen from 2017 – 2018 reporting.

5. Work on eradicating the gender pay gap - 2018

MMO have published guidance to support employees returning from long term leave (such as maternity, shared parental and adoption, which of course applies to both genders) on how to integrate back into the workplace and return to their choice of career pathway. This has included signposting to external guidance of how to balance work life, with the pressures of family life.

Helping women progress in their careers - through development conversations with their line managers, development opportunities, and talent management schemes such as a Positive Action Pathway programme. We encourage and support attendance at the Women in Leadership Conference. We are also designing a behavioural development scheme to help managers become leaders and achieve the more senior positions, this will be open to both genders.

Supporting MMO’s Women’s network actively promote gender equality, run upskilling events, promote campaigns and hold talks to inspire and support other women in the department. MMO have been actively involved in supporting the 100 year centenary suffragette movement organised by the women’s network

Monitoring pay - to identify pay differences and take targeted action where appropriate, within Civil Service pay controls.

Ensuring that gender equality is a central point in the creation of our departmental Diversity and Inclusion strategy. MMO participate in the Defra wide Equality, Diversity and Inclusion forum and work collaboratively to address equality