Equal Pay Statement
Occupation Segregation
Gender Pay Gap
Published: April 2013
Scottish Natural Heritage
Great Glen House, Leachkin Road, Inverness IV3 8NW
www.snh.gov.uk
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1. Equal Pay Statement
Scottish Natural Heritage (SNH) is committed to promoting and embedding equality
of opportunity and diversity within the organisation. This extends to fair and
equitable pay and reward for all of our employees.
We aim to ensure transparency and eliminate any bias in our pay and reward
systems, which includes equality on the basis of sex, sexual orientation, gender
identity, race, ethnic origin, disability, religion or belief, age, marital / civil partnership
status, pregnancy and maternity or any other relevant difference, e.g. trade union
activity, or social background.
SNH operates a civil service recognised job evaluation scheme (JEGS). The JEGS
process evaluates roles within the organisation, and not the person employed in that
role. It is a transparent, analytical process which provides evidence to enable fair
and consistent decisions to be made on the relative worth of the role within our pay
grading structure, by a panel of trained staff members, which includes a trade union
representative. SNH employees working at the same level within our pay grading
structure, undertaking like work, work rated as equivalent and work of equal value,
are paid the same, irrespective of their gender, ethnicity, disability or any other
difference.
We will ensure we identify occupational segregation and gender
imbalances. This will form the basis of our equal pay audit and published data.
It is important that employees have confidence in our processes so we will continue
to work with the recognised trade unions (PCS and Prospect) to ensure equality
within our reward policy and practice.
Our objectives are to:
– Ensure that there are no unfair, unjust or unlawful practices that impact on
pay and reward
– Where any inequality may arise, investigate promptly and take appropriate
remedial action where required.
In support of this commitment to equal pay, SNH will:
– Conduct and publish an bi-annual Equal Pay Audit to review our pay and
reward policy and practice so that trends and anomalies are identified,
investigated and resolved,
– Review, plan, agree and implement actions in partnership with trade unions,
including those actions relating to occupational segregation,
– Apply the appropriate resources to achieve equal pay,
– Provide training and guidance for those involved in all processes and
decisions which may include determining pay e.g. job evaluation and
recruitment and selection
– Inform employees of how the SNH pay and reward practices work, and how
their own pay and reward is determined,
– Ensure our work in this area is fully aligned with the commitments we make in
our equality and diversity schemes.
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This statement is owned by the SNH Chief Executive, Ian Jardine, and reviewed by
the Human Resources team. It will be reviewed by April 2017.
3
TOTALS
Operations
Policy &
Advice
Chief
Executive's
Group
Corporate
Services
Directorate
0
0
0
0
0
0
0
1.5
5
Planning & Renewables
Knowledge & Info Management
People & Places
Rural Resources Management
Ecosystems & Biodiversity
Protected Places
Wildlife Operations
N. Isles & N. Highland
S. Highland
0
12.5
26%
S. Scotland
Grade Total
Grade %
0
0
Coastal & Marine Eco
Strathclyde & Ayrshire
0
Programme Office
0
0
Communications
0
1
Senior Management Group
Forth
3
Business Support Services
Tayside & Grampian
1
Information Services
0
0
Finance
Argyll & Outer Hebrides
1
M
HR Services
Unit
A
F
74%
36.5
5
3
7
2
5
3
1
0
0
0
0
0
0
0
0
0
2
0
4
0
0
4.5
38%
40.5
3
0
1
5
17
5
1.5
0
3
0
0
0
0
0
0
0
0
1
2
0
1
1
M
B
F
63%
67.5
4
2
1
4
13.5
5.5
2.5
5
0
1
1
0
2
1
1
0
3.5
4
4
1
5
6.5
39%
60
3
2
6
5
6
7
2
6
1
1
0
0
1
0
1
0
2
1
6
7
1
2
M
C
61%
92
1.5
7
5.5
12
9.5
5.5
7.5
6
1
1
0
1
5
0
0
3
4.5
4
2
5
6
5
F
44%
129.5
6
9
8
5
7
11
8
5
6
12.5
5
6
3
6
5
4
3
0
3
14
2
1
M
D
3
4
7
3
6
F
56%
164
5.5
5
7.5
9
6
12
5
6
5
11
11
18
6
4
16
4
10
Occupation Segregation
2.
Table 1 Occupational Segregation Analysis by Gender, Grade and Unit
58%
56.5
1
1
1
3
3
2
2
2
3
5.5
2
4
1
6
4
4
3
3
2
3
1
0
M
E
42%
41
1
3
3
2
1
2
1
1
0
5
4
2
2
1
2
0
3
2
0
0
3
3
F
73%
27
1
1
1
1
1
1
0
1
3
2
1
1
2
2
2
6
0
0
0
1
0
0
M
F
27%
10
0
0
0
0
0
0
1
0
0
0
1
0
0
0
1
1
2
1
1
0
1
1
F
100%
4
0
0
0
0
0
0
0
0
1
1
0
0
1
0
0
1
0
0
0
0
0
0
M
G
0%
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
F
75%
3
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
3
0
0
0
0
M
H
25%
1
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
0
1
0
0
0
0
F
45%
333
14
13
17
19
34
31
15
14
17
22
8
11
8
14
12
15
8
9
16
26
5
5
M
55%
412
17
20
24
29
35
28
18
18
6
18
17
21
15
6
20
8
25
15
15
13
18
26
F
Unit Total
4
45%
45%
39%
41%
40%
49%
53%
45%
44%
74%
55%
32%
34%
35%
70%
38%
65%
24%
38%
52%
67%
22%
16%
M
55%
55%
61%
59%
60%
51%
47%
55%
56%
26%
45%
68%
66%
65%
30%
63%
35%
76%
63%
48%
33%
78%
84%
F
Unit %
2.1
Commentary
Table 1 shows information on occupational segregation split by gender. Despite
there being more women than men in SNH (55%), there are more men in our senior
roles (a combined E to H grade total of 63.5%) these are our managerial and
strategic positions, with 100% of our G grade population being male. This suggests
there may be barriers to women reaching the more senior roles within the
organisation.
Grades A and B are the administrative roles in SNH and are predominately occupied
by women (a combined A & B grade total of 66.2% female). This is a similar trend to
many other organisations. Traditionally such roles tend to have been carried out by
women who combine work and caring responsibilities in their personal lives.
Our C and D grade population, which are our advisory (first line management /
career type roles), are the largest group within SNH, and is predominately female (a
combined C & D total of 57.4%).
Table 2 shows the gender segregation by Unit. The table does not show those Units
where the split is approximately 50% / 50%:
Table 2 Unit Breakdown by Gender
Predominately Female
HR Services
Finance
Senior Management Group
Communications
Coastal & Marine
Knowledge & Info
Management*
People & Places*
Rural Resources
Tayside & Grampian*
Strathclyde & Ayrshire*
Predominately Male
Information System Services
Programme Office
Planning & Renewables
Protected Places
The Units marked with a ‘*’ are predominately female Units, but have a male Unit
Manager – all the others have female Unit Managers. All the predominately male
Units have a male Unit Manager.
Our Business Support Services Unit has a perfect 50 / 50 split between men and
women. This team has a range of functions from receptionist / admin roles to
property management and procurement. There are no trends apparent within the
grade analysis or concentration of a particular gender in the roles within the Unit.
An Equal Pay Audit is scheduled for April 2013 where the gender pay gap
imbalances will be explored further so that appropriate action can be identified. We
are undertaking a Resource Planning Project over the course of 2013. This project
will consider aspects of the employee lifecycle from reviewing our recruitment
methods and policy, to how we can better record and utilise training and
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development data and employee performance information. Any actual or perceived
barriers to progression within SNH for women will also be explored further within the
Resource Planning Project, along with methods for addressing any identified gender
imbalances (such as positive action in recruitment) and will be given a high priority
within this Project.
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3. Gender Pay Gap
The information used to calculate the gender pay gap and occupational segregation
has been taken from our fully integrated HR and Payroll system, therefore ensuring
100% of the employee population is represented.
The overall gender pay gap1 between men and women in SNH as at 8th March 2013
is 12.8% (including part time workers) with an total average hourly pay for men of
£16.20 and £14.12 for women (excluding overtime).
The following table shows the average hourly pay and resulting gender pay gap
broken down by grade within SNH.
Table 3 Average Hourly Pay and Gender Pay Gap
Grade
A
B
C
D
E
F
G
H
Male average hourly salary
£7.89
£9.39
£12.39
£15.93
£20.13
£26.76
£32.28
£38.37
Female average hourly salary
£8.08
£9.47
£12.68
£15.83
£19.94
£25.44
£0.00
£38.37
Pay Gap
2.4%
0.8%
2.3%
0.6%
1.0%
4.9%
100.0%
0.0%
1
The percentage difference between men’s average hourly pay (excluding overtime) and women’s
average hourly pay (excluding overtime)
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