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Gender Pay Gap report

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Gender Pay Gap Report 2020

This is the Council's fourth annual report on the differences in pay between female and male Council employees. As well as publication on this website it has also been made available to all Council employees and workers. It is also included in the Government Gender Pay Gap website with the reports of other public and private sector employers.

Promoting equality

The Council is committed to promoting equality in all of its activities including the provision of its services and employment of its staff.

The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 came into force on 31 March 2017.

The Regulations require public authorities with 250 or more employees to publish specific information about differences in pay between male and female employees and workers based on the pay period in which 31 March 2020 falls.

The information which is closely defined to allow comparison with other public authorities and with other organisations has to be published by no later than 30 March 2021.

Preston City Council Gender Pay Gap Statistics

The information for Preston City Council is shown below (pay period March 2019):

  • Number of staff - 328 Females and 326 males
  • Mean hourly rate - 13.1894 female and 13.3797 male - difference 1.42%
  • Median hourly rate - 10.9700 female and 10.9700 maledifference 0.00%
  • % age - Lower Quartile - 50.44% female and 49.56% male
  • % age - Lower Middle Quartile - 46.75% female and 53.25% male
  • % age - Upper Middle Quartile - 52.42% female and 47.58% male
  • % age - Upper Quartile - 50.98% female and 49.02% male


There is a small percentage gender pay gap on the mean hourly rate but a zero gender pay gap on the median hourly rate.

The percentage gender pay gap on the mean hourly rate has decreased slightly by 1.43 % from 2.85% at 31 March 2019 to 1.42% at 31 March 2020.

The Council already subscribes to many of the actions listed in the recommendations made by the Government Equalities Office and Chartered Institute of Personnel Development.

These include policies aimed at:

  • Ensuring recruitment processes are free from gender bias
  • Providing opportunities for flexible working where possible
  • Ensuring best use of parental leave and encouraging returners
  • Fair pay structures through job evaluation and fair distribution of development opportunities

There are some limitations to the impact of the above policies. For example, there are concentrations of male employees in occupations within waste collection and parks and street scene which are mostly in the lower middle quartile pay band. It is more difficult in these work areas to provide the kind of flexible working which is available in office-based environments.

Where necessary, the Council will look in more detail at specific areas where there is an apparent gender disparity to see whether there is scope for improvement.

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