Gender Pay Gap Report

Gender Pay Gap Report 2019


Whilst not legally required to report on the gender pay gap at New Anglia LEP, it is felt that it is good practice to review this and report on it publicly. Appointments to the LEP executive team are made on merit with a rigorous recruitment process followed. Opportunities for development are open to all members of the team and we follow a continuous performance management process.

The LEP is governed by a non-remunerated board of directors. The LEP board is committed to achieving equal representation of female board members by 2023 in line with government requirements. As the board are non-remunerated, they do not influence the statistics provided within this report.


We are an employer voluntarily choosing to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employee’s data.

We can use these results to assess:

  • the levels of gender equality in our workplace
  • the balance of male and female employees at different levels
  • how effectively talent is being maximised and rewarded.

This gender pay gap report show the overall difference in average pay for all men and women working for New Anglia. It does not compare men and women doing the same role.


As at 5th April 2019, New Anglia LEP employed 54 people, 52 of which are deemed to be relevant full pay employees. Of the overall team, 43% are male and 57% are female.

Looking specifically at the relevant full pay employees, the mean gender pay gap is 1.11%. This is the difference between the mean hourly rate of pay for men and women, which is calculated by adding together all the male and female hourly pay separately and then dividing by the number of men and women respectively.

The median gender pay gap, the difference between the median hourly rate of pay for men and women is -5.55%. The median rate of pay is the mid-point of the salary range for men and women.

The gender pay gap nationally stands at 8.9% for 2019 which indicates that New Anglia LEP is one of the lowest. Equally, the local government sector pay gaps stands at 6.1% for 2019, a reduction of 0.7% from 2018.

New Anglia does not award bonus payments and therefore cannot report on gender pay bonus gaps.

The proportions of male and female full pay relevant employees within the quartile pay bands are listed below:

Quartile Male Female
Lower 38% 62%
Lower middle 54% 46%
Upper middle 38% 62%
Upper 38% 62%



New Anglia has an open recruitment policy with vacancies advertised widely and appoints on skills and competencies. This ensures that the right person is appointed to the roles available.

Flexible working is made available to all employees and there are a number of family friendly policies in place to support all members of the team.

The equality and diversity policy has been strengthened and an action plan has been developed to roll out across the organisation, including board members. This will provide better visibility of equality and diversity in recruitment and promotion.

We are also committed to developing our team with a focus on formal external and internal training plans.


Signed by:

Mark Jeffries, Chair, Remuneration Committee