Section 4: Pay Quartiles
Lower Quartile
- 12.3% Unknown
- 79.3% White
- 8.5% DEC
Lower Middle Quartile
- 17.0% Unknown
- 76.5% White
- 6.5% DEC
Upper Middle Quartile
- 19.8% Unknown
- 71.4% White
- 8.8% DEC
Upper Quartile
- 17.1% Unknown
- 77.8% White
- 5.1% DEC
Lower Quartile
- 12.3% Unknown
- 79.3% White
- 8.5% DEC
Lower Middle Quartile
- 17.0% Unknown
- 76.5% White
- 6.5% DEC
Upper Middle Quartile
- 19.8% Unknown
- 71.4% White
- 8.8% DEC
Upper Quartile
- 17.1% Unknown
- 77.8% White
- 5.1% DEC
The ethnicity split for each of the four quartiles is broadly in line with our workforce demographics of 76.2 white, 7.2% DEC (diverse ethnic communities) and 16.5% unknown.
There is a slightly lower proportion of staff from diverse ethnic communities (DEC) in the upper quartile. This is a key factor for EPG as (proportionately) more staff at the lower grades and fewer DEC at higher grades affects the mean and median pay for the DEC workforce. For there to be no ethnicity pay gap you would expect to see the workforce demographics reflected in each quartile.
As the number of staff from diverse ethnic communities (DEC) in the upper and upper middle quartile is fewer than the workforce split and the other quartiles are higher, this could suggest that DEC may have fewer progression opportunities than white staff. This may be largely impacted by wider societal factors however we acknowledge those societal factors can be reflected in the workplace through bias.
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