The purpose of this reporting is to achieve greater gender equality across the UK and increase pay transparency.
In Hillingdon, we are committed to the principle of equal pay for all employees by ensuring that we meet the requirements of the Equality Act 2010.
To achieve this, Hillingdon uses a nationally recognised job evaluation scheme, harmonises its contracts in line with national pay structures and pays salaries according to band with incremental annual progression, irrespective of gender.
Although the gender pay gap is low and compares favourably with the national average, the council recognises that its scope to act is limited in some areas, for example where it has no control over individual's choice to favour some roles over others which can be influenced by societal norms.
The council will continue to monitor the equality profile of its employees and take appropriate action where necessary.
2023 gender pay gap data
The figures show that Hillingdon has a:
- median gender pay gap of 0.00% per hourly rate, which is positively comparable to the national average gap figure of 15.4% for 2021 (ONS)
- mean gender pay gap of 0.64% per hourly rate.
The quartile information shows that the gender split varies slightly among the lower quartiles, with more men and less women (41.92% men and 58.08% women ) compared to the proportion of the total number of men and women in the organisation (37% male and 63% female) as at 31 March 2023.
Gender pay gap analysis 2023 (PDF, 102 KB)
2022 gender pay gap data
The figures show that Hillingdon has a:
- median gender pay gap of 0.00% per hourly rate, which is positively comparable to the national average gap figure of 15.4% for 2021 (ONS)
Read the 2022 gender pay gap report
2021 gender pay gap data
The figures show that Hillingdon has a:
- median gender pay gap of 0.00% per hourly rate, which is positively comparable to the national average gap figure of 15.4% for 2021 (ONS)
- mean gender pay gap of 4.79% per hourly rate.
The quartile information shows that the gender split varies slightly among the quartiles, with more men and less women in the upper and lower quartiles (40.5% men and 59.5% women ) compared to the proportion of the total number of men and women in the organisation (37% male and 63% female) as at 31 March 2021.
Gender pay gap analysis 2021 (PDF, 368 KB)
2020 gender pay gap data
The figures show that Hillingdon has a:
- median gender pay gap of 0.00% per hourly rate, which is positively comparable to the national average gap figure of 17.3% for 2019 (ONS)
- mean gender pay gap of 4.16% per hourly rate.
The quartile information shows that the gender split across the quartiles is roughly in line with that of the total organisation; 64% female to 36% male, as of 31 March 2020.
Gender pay gap analysis 2020 (PDF, 382 KB)
2019 gender pay gap data
The figures show that Hillingdon has a:
- median gender pay gap of 0.00% per hourly rate, which is positively comparable to the national average gap figure of 17.3% for 2019 (ONS)
- mean gender pay gap of 4.87% per hourly rate.
The quartile information shows that the gender split across the quartiles is roughly in line with that of the total organisation; 64% female to 36% male, as of 31 March 2019.
Gender pay gap analysis 2019 (PDF, 22 KB)
2018 gender pay gap data
The figures show that Hillingdon has a:
- median gender pay gap of -0.09% per hourly rate, which is positively comparable to the national average gap figure of 17.9% for 2018 (ONS)
- mean gender pay gap of 4.35% per hourly rate.
The quartile information shows that the gender split across the quartiles is roughly in line with that of the total organisation; 65% female to 35% male, as of 31 March 2018.
Gender pay gap analysis 2018 (PDF, 15 KB)
2017 gender pay gap data
The figures show that Hillingdon has a:
- median gender pay gap of 0% per hourly rate, which is positively comparable to the national average gap figure of 18% for 2016 (ONS)
- mean gender pay gap of 3.6% per hourly rate.
The quartile information shows that the gender split across the quartiles is roughly in line with that of the total organisation; 65% female to 35% male, as of 31 March 2017.
Gender pay gap analysis 2017 (PDF, 51 KB)