Council publish pay report
Male employees of Cork County Council are paid 1.29% more than their female colleagues, its new Gender Pay Gap Report has said.
However, the report shows the median rate of pay for females is 3.59% higher than the median rate of pay for males.
Cork County Council published its Gender Pay Gap Report for 2022 on Monday.
The mean is the average. It is calculated by getting the difference between the average hourly rate of pay for males and the average hourly rate of pay for females (male hourly rate minus female hourly rate), expressed as a percentage of the male hourly rate. If this figure is negative, the average hourly rate of females is higher than the average hourly rate of males on the snapshot date.
If this figure is positive, the average hourly rate of males is higher than the average hourly rate of females on the snapshot date.
The median is the figure that falls in the middle of a range where the salary of all relevant employees is listed, from the lowest to the highest.
The report said: “This can provide a more accurate representation of the ‘typical’ differences in pay.
“It is useful to look at both the mean and median figures, as each one can tell us something different about the underlying factors affecting the pay gap.
“For example, a small number of higher paid employees can impact the mean figure and if this is the case, the median figure may be more representative of difference between what a male and a female is paid.”
In the report Tim Lucey, Chief Executive of Cork County Council said: “Cork County Council has recently had 2 female mayors. The council currently has 17 elected female members, which is 31% of its democratically elected members and has established a women’s caucus to promote and support women’s participation in politics, both locally and nationally.
“While areas such as outdoor service delivery and the fire service are male dominated (89%), there has historically been limited numbers of applications from females for these roles. If you exclude the above categories of staff, there is a slightly higher percentage of females (56%) overall across the remaining staff. Females are well represented at senior decision making level in the organisation.
“8 of the 16 member senior management team are female with 2 of the 3 assistant chief executives female. We will monitor the trends in our gender pay gap figures and work with our colleagues across the sector to share and develop best practice initiatives to further promote equality in the workplace,” said Mr Lucey.