Equal Pay

We are required to publish information on the percentage difference among our employees between men’s average hourly pay (excluding overtime) and our women’s average hourly pay (excluding overtime). This is known as the gender pay gap.

The gender pay gap figures are calculated using the average (mean) as well as the median average which gives a greater indicator of any gender inequalities in pay.

The figures have been calculated based on permanent employees and relief workers have not been included. For the purposes of equal pay calculations, the data relating to sex has been taken from the payroll records of employees. This is a separate record to that of the general diversity data held for each employee which relies on self-declaration.

There are some service areas that are traditionally more male-dominated, such as Marine Services and Towage staff, which are not part of most councils’ remit in Scotland. These services are competing for some staff within private industry in the islands such as the oil and renewable energy sectors and therefore the level of pay reflects this.

We are committed to ensuring the process to determine pay and conditions of employment for all our employees should be free from bias and should not discriminate.

Reducing pay gaps at Orkney Islands Council is a long-term goal and we acknowledge that it is affected by societal and educational factors and we employ a complex and diverse workforce across a range of services and professional areas.

The following data are the most recent snapshot figures as at 31 March 2024 relating to pay gaps. These figures are used to inform ongoing actions within the plan.

Gender Pay Gap

The Gender Pay Gap for 2022/2023 was reported at 6.6%. The reduction in the gender pay gap figures for this year, as seen below, are as a result of a small increase in the number of female employees being employed in Head Teacher positions. This increase has not been reflected in the Top 5% figures above as this excludes Teaching employees. If Teachers were included in the Top 5% calculation, then female representation rises to 51.8%.

Ethnicity Pay Gap

Our pay gap information for black and minority ethnic employee groups is based on a calculation for minority ethnic combined employees in comparison to white combined employees and does not include data for employees not stating their ethnicity.

No pay gap has been identified based on ethnicity however we acknowledge that we report low figures for ethnic diversity within our workforce. Work continues to address the gaps in employee diversity data.

Disability Pay Gap

Identified pay gaps are based on a calculation for disabled employee groups in comparison against employees with no disability. These calculations do not include the data for employees not providing information in this area, however this information is provided in the table below for transparency in terms of declaration rates.

Work continues to address the gaps in employee diversity data.