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<p>The mean and median pay and bonus gaps for the Treasury Group, broken down by grade,
are shown in the table below.</p><p> </p><table><tbody><tr><td><p> </p></td><td><p>Mean
Gender Pay Gap</p></td><td><p>Median Gender Pay Gap</p></td><td><p>Mean Gender Bonus
Gap</p></td><td><p>Median Gender Bonus Gap</p></td></tr><tr><td><p>AA/AO</p></td><td><p>-5.4%</p></td><td><p>0.0%</p></td><td><p>-16.5%</p></td><td><p>-60.0%</p></td></tr><tr><td><p>EO</p></td><td><p>-5.2%</p></td><td><p>-6.9%</p></td><td><p>25.6%</p></td><td><p>24.1%</p></td></tr><tr><td><p>HEO/SEO</p></td><td><p>0.5%</p></td><td><p>0.7%</p></td><td><p>-5.5%</p></td><td><p>8.0%</p></td></tr><tr><td><p>GRADE
6/7</p></td><td><p>0.9%</p></td><td><p>-2.7%</p></td><td><p>28.3%</p></td><td><p>0.0%</p></td></tr><tr><td><p>SCS</p></td><td><p>5.4%</p></td><td><p>5.8%</p></td><td><p>2.9%</p></td><td><p>5.9%</p></td></tr></tbody></table><p>
</p><p>It is not possible to break this information down by profession as the information
is not available.</p><p> </p><p>Background</p><p> </p><ul><li>The Civil Service has
been leading the way by publishing its gender pay gap figures for a number of years
as part of the annual Civil Service statistics publication.</li><li>The figures published
in December are in response to the Government’s new reporting requirements for large
employers in all sectors. The new requirements will provide unprecedented transparency,
generate wider debate and encourage employers to take the action required to close
the gap.</li><li>Since April 2017 departments are required to publish data on the
following:</li></ul><p><strong>o </strong><strong>Gender pay gap (mean and median
averages)</strong></p><p><strong>o </strong><strong>Gender bonus gap (mean and median
averages)</strong></p><p><strong>o </strong><strong>Proportion of men and women receiving
bonuses</strong></p><p><strong>o </strong><strong>Proportion of men and women in each
quartile of the organisation’s pay structure</strong></p><p><strong> </strong></p><ul><li><strong>Building
a diverse and inclusive workforce that reflects the people we serve is one of the
Civil Service’s top workforce priorities. Its collective aim is to make the Civil
Service the UK’s most inclusive employer by 2020. Its new Diversity & Inclusion
Strategy outlines how it plans to achieve this. The Civil Service should create opportunities
for all in a truly meritocratic way and reward all civil servants fairly, regardless
of gender, ethnicity or any other personal characteristic.</strong></li></ul><p><strong>
</strong></p><ul><li>The Treasury is committed to fairness. In particular, promoting
equality of opportunity for all and a culture which values differences. As an employer,
we want to ensure our workforce is representative of the community it serves and attract
and retain talented employees from a wide range of backgrounds and with diverse skills
and experience</li></ul><p><strong> </strong></p><ul><li>The Treasury is committed
to minimising the gender pay gap within the organisation. We have already made improvements
to our pay system to shorten pay ranges and thereby improve internal equity. We have
also set out an ambitious target of achieving representation of 50% female at every
grade in the organisation as part of our Diversity and Inclusion action plan.</li></ul><p><strong>
</strong></p><ul><li>A particular emphasis has been placed on increasing the representation
of women in senior level positions and we have also launched several initiatives,
including improving our diversity of graduate recruitment and ensuring greater representation
of women in our talent programmes, to help achieve this. Over the last two years,
we have already seen the number of women increase at SCS level by 3.2%. Since 31<sup>st</sup>
March 2017 50% of our Directors and Director Generals are now women.</li></ul><p><strong>
</strong></p><ul><li><strong>Across the whole of the Civil Service, the overall median
gender pay gap has narrowed over the past year, down from 13.6% in 2016 to 12.7%.
This is significantly lower than the overall UK pay gap of 18.4% and 23.7% in the
private sector. </strong></li></ul>
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