Gender Pay Gap Report 2020

Summary

In 2019, New Anglia LEP agreed to review and report on its gender pay gap annually,

despite not being legally required to do so. It was felt that it is a good process to follow to

ascertain our position in terms of gender pay and analyse whether action should be taken.

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 to ensure all members of the

team can develop and grow within their roles. The LEP also follows a robust equality and

diversity policy to ensure fairness and transparency across all its functions.

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. The board are non-remunerated; therefore, they do not influence the statistics

provided within this report.

Overall, the gender pay gap for New Anglia LEP stands at 5.02%, which means that men are

being paid more than women. The LEP are committed to addressing the issues causing this

gap and will look to take action to close it.

Background

New Anglia LEP is 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 does 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 shows the overall difference in average pay for all men and

women working for New Anglia LEP. It does not compare men and women doing the same

role.

The gender pay gap is different to equal pay, which deals with the pay differences between

men and women who carry out the same jobs, similar jobs, or work of equal value. Legally,

men and women performing equivalent work must be paid the same.

The calculations used follow the requirements set out by government and all employees

deemed to be full paid relevant employees at 5 April 2020 are included.

Gender Pay Gap Report 2020

Results

Mean pay gap

Median pay gap

Women’s hourly rate is:

5.02% lower

7.35% lower

As at 5 April 2020, New Anglia LEP employed 54 people, 51 of which are deemed to be

relevant full pay employees. Of the overall team, 37% are male and 63% are female.

Looking specifically at the relevant full pay employees, the mean gender pay gap is 5.02%.

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 7.35%. The median rate of pay is the mid-point of the salary range for men

and women.

The gender pay gap nationally for all employees stands at 15.5% for 2020, down from 17.4%

in 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.

Employees have been divided into four groups according to their pay band. Those in the

upper quartile are the highest paid, while those in the lower quartile are the lowest paid. The

proportions of male and female full pay relevant employees within the quartile pay bands are

shown below:

Gender diversity in pay quartiles

Male Female

53.85%

61.54%

66.67%

46.15%

38.46%

33.33%

Lower quartile

Lower middle quartile Upper middle quartile

Upper quartile

Gender Pay Gap Report 2020

This data shows us that there is a relatively even spread of men and women across the pay

quartiles.

Actions

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. Managers have

undertaken equality and diversity training, plus the team have received training on the Public

Sector Equality Duty.

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

training plans. Our continuous performance management process has been reviewed and

strengthen, plus further training for managers has been introduced.

Conclusion

The results show that New Anglia LEP is in a good position with a low mean and median

gender pay gap, however work is needed to ensure this is reduced further still.

Signed

This report has been prepared by the HR team of the LEP executive and has been reviewed

by the leadership team and the Remuneration Committee.

Signed:

Mark Jeffries, Chair

Remuneration Committee

Gender Pay Gap Report 2020

NEW ANGLIA LEP

TERMS OF REFERENCE - REMUNERATION COMMITTEE

Aims and objectives

• There should be a formal and transparent procedure for developing policy

on executive remuneration.

1. Membership

1.1.

The Board shall appoint an Independent Committee Chair, who shall

serve for maximum five-year term.

1.2.

The Committee shall be made up of at least three members, including

the Independent Committee Chair. No Board Member who is an

employee of the LEP or who has left the LEP’s employment within three

years, or a spouse or partner of such employee, shall serve on the

Committee.

1.3.

Two members of the Committee shall be appointed by and from the

members of the New Anglia LEP Board.

1.4.

The Committee is authorised to co-opt the Chair of the LEP as a

Committee Member (if not already appointed) for the purposes of

facilitating the annual performance review process in respect of the

Chief Executive Officer.

1.5.

Only members of the Remuneration Committee have the right to attend

Remuneration Committee meetings. However, other individuals and

external advisers may be invited to attend for all or part of any meeting

as and when appropriate.

1.6.

Appointments to the Committee shall be reviewed annually by the

Board.

2. Quorum

2.1. The quorum necessary for the transaction of business shall be 3. A duly

convened meeting of the Committee at which a quorum is present shall

be competent to exercise all or any of the authorities, powers and

discretions vested in or exercisable by the committee.

3. Meetings

3.1. The Committee shall meet at least once a year and at such other times

as the chair of the Committee shall require.

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NEW ANGLIA LEP

TERMS OF REFERENCE - REMUNERATION COMMITTEE

3.2. Unless otherwise agreed, notice of each meeting confirming the venue,

time and date together with an agenda of items to be discussed, shall be

forwarded to each member of the committee, any other person required

to attend no later than one week before the date of the meeting.

Supporting papers shall be sent to committee members and to other

attendees as appropriate, at the same time.

4. Minutes of Meetings

4.1. Minutes of Committee meetings shall be circulated promptly to the Chair

and, once agreed, to all members of the Board.

5. Duties

The Committee shall:

5.1.

Determine and agree with the Board the framework or broad policy for

the remuneration of the executive team, as it is designated to consider.

5.2.

In determining such policy, take into account all factors which it deems

necessary. The objective of such policy shall be to ensure that members

of the executive team are provided with appropriate incentives to

encourage enhanced performance and are, in a fair and responsible

manner, rewarded for their individual contributions to the success of the

LEP.

5.3.

Approve the design of, and determine targets for, any performance

related pay schemes operated by the LEP and approve the total annual

payments made under such schemes.

5.4.

Ensure that contractual terms on termination, and any payments made,

are fair to the individual, and the LEP.

5.5.

Review the outcomes of the performance review process in respect of

the Chief Executive Officer and any other executives appointed from

time to time.

5.6.

Within the terms of the agreed policy make recommendations to take to

the Board regarding the total individual remuneration package of the

Chief Executive Officer and any other senior executive officers or

employees who may be appointed from time to time, including bonuses

and incentive payments.

5.7.

In determining such packages and arrangements, give due regard to any

relevant legal requirements;

5.8.

Review and note annually the remuneration trends across the public and

private sectors.

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NEW ANGLIA LEP

TERMS OF REFERENCE - REMUNERATION COMMITTEE

5.9. Oversee any significant changes in employee benefits structures

throughout the LEP.

5.10. Be exclusively responsible for establishing the selection criteria,

selecting, appointing and setting the terms of reference for any

remuneration consultants who advise the Committee and to obtain

reliable, up-to-date information about remuneration in other LEPs and

comparative businesses. The Committee shall have full authority to

commission any reports or surveys which it deems necessary to help it

fulfil its obligations within budgetary constraints.

6. Reporting Responsibilities

6.1. The Committee Chair shall report formally to the Board on its

proceedings after each meeting on all matters within its duties and

responsibilities.

6.2. The Committee shall make whatever recommendations to the Board it

deems appropriate on any area within its remit where action or

improvement is needed.

7. Other

7.1. The Board shall, at least once a year, review the performance of the

Remuneration Committee, constitution and terms of reference to ensure

it is operating at maximum effectiveness.

8. Authority

8.1. The Committee is authorised by the Board to seek any information it

requires from any employee of the LEP, in order to perform its duties.

8.2. In connection with its duties the Committee is authorised by the Board

to obtain, at the LEP’s expense, any outside legal or other professional

advice, within budgetary constraints.

April 2017

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