Gender Pay Gap Report 2022 1
Gender Pay Gap Report 2022
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 9.6% (2021, 4.5%), 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.
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
employees 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
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 2022 are included.
Gender Pay Gap Report 2022 2
As at 5 April 2022, New Anglia LEP employed 50 people (2021, 57), all of which are deemed
to be relevant full pay employees. Of the overall team, 42% are male and 58% are female.
Looking specifically at the relevant full pay employees, the mean gender pay gap is 9.6%
(2021, 4.5%). 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 6.2% (2021, 1.24%). The median rate of pay is the mid-point of the salary
range for men and women.
The year on year increase is largely due to the impact of 7 female leavers, 3 of whom were
in the upper quartile.
The UK mean gender pay gap (based on submissions to date) stands at 13.0% for 2022
(13.1% 2021).
The UK median gender pay gap (based on submissions to date) stands at 12.2% for 2022,
(12.1% 2021)
The LEP compares favourably to the national position.
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 overleaf:
Mean pay gap
Women’s hourly rate is:
9.6% lower
Median pay gap
Women’s hourly rate is:
6.2% lower
Gender Pay Gap Report 2022 3
This data shows us that over three quarters of staff in the lower pay quartile are women. The
number of women in the lower middle and upper quartiles also exceeds the number of men.
Just over 60% of staff in the upper middle quartile are men.
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. At the current time, due to the uncertainty of the LEP review and future funding,
we are not replacing or recruiting into core vacancies when these arise.
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
strengthened, plus further training for managers has been introduced.
The results show that New Anglia LEP is in a good position with a relatively low mean and
median gender pay gap when compared with the national picture, however work is still
needed to ensure this remains at a low level.
This report has been prepared by the HR team of the LEP executive and has been reviewed
by the LEP Chair and the Chair of the Remuneration Committee.
Signed: C-J Green, Chair of New Anglia LEP
23.08% 41.67% 61.54% 41.67%
76.92% 58.33% 38.46% 58.33%
Lower quartile Lower middle quartile Upper middle quartile Upper quartile
Gender diversity in pay quartiles
male female