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• 2022-gender-pay-gap-report-accessible-versiondocx

  proportion of females are now joining the organisation (43%), and 48% of promotions have been accepted by female candidates. Lower-middle and higher-middle salary gender pay splits have both decreased from 2021, which demonstrates an increased number of females working within these pay groups. It’s

• strong-winds_heavy-rainfall---7_8-july-2004---met-office.pdf

  . Rainfall End return Rainfall station total date/timeperiod (mm) (years) Comments Guernsey Airport (CI) 62.5 8 July, 09:00 - 24 hours - - Wittering, Cambridgeshire 56.6 Jersey Airport (CI) Andrewsfield, Essex Wattisham, Suffolk 51.9 43.8 36.0 Wittering, Cambridgeshire 52.6 Wittering, Cambridgeshire

• gender-pay-gap-report-2023.pdf

  quartile 55% Men Lowest salary 45% Women 53% Men Lowermiddle salary 47% Women 66% Men Highermiddle salary 34% Women 68% Men Highest salary 32% Women 7 Key findings The snapshot taken on 31 March 2023, reports a mean pay gap of 5.90% in favour of men, this is an increase of 0.30% from 5.60% in 2022

• 2023_gender-pay-gap-report---accessible-version.docx

  Pay Quartiles Women Men Total Q1 (lowest salary) 45% 55% 100% Q2 (lower-middle salary) 47% 53% 100% Q3 (higher- middle salary) 34% 66% 100% Q4 (highest salary) 32% 68% 100% Key Findings The snapshot taken on 31 March 2023, reports a mean pay gap of 5.90% in favour of men, this is an increase of 0.30

• gender-pay-gap-report-2023pdf

  quartile 55% Men Lowest salary 45% Women 53% Men Lowermiddle salary 47% Women 66% Men Highermiddle salary 34% Women 68% Men Highest salary 32% Women 7 Key findings The snapshot taken on 31 March 2023, reports a mean pay gap of 5.90% in favour of men, this is an increase of 0.30% from 5.60% in 2022

• 2023_gender-pay-gap-report---accessible-versiondocx

  Pay Quartiles Women Men Total Q1 (lowest salary) 45% 55% 100% Q2 (lower-middle salary) 47% 53% 100% Q3 (higher- middle salary) 34% 66% 100% Q4 (highest salary) 32% 68% 100% Key Findings The snapshot taken on 31 March 2023, reports a mean pay gap of 5.90% in favour of men, this is an increase of 0.30

• gender-pay-gap-report-report-2022.pdf

  at -0.5%. A higher proportion of females are now joining the organisation (43%), and 48% of promotions have been accepted by female candidates. Lower-middle and higher-middle salary gender pay splits have both decreased from 2021, which demonstrates an increased number of females working within

• gender-pay-gap-report-report-2022pdf

  at -0.5%. A higher proportion of females are now joining the organisation (43%), and 48% of promotions have been accepted by female candidates. Lower-middle and higher-middle salary gender pay splits have both decreased from 2021, which demonstrates an increased number of females working within

• easter-1998-floods---met-office.pdf

  April - 0900 9 0900 9 April - 0900 10 April (mm) April (mm) Return period (yrs) Hampton Park Hereford and Waterworks Worcester 25.1 72.0 70 Staplow Hereford and Worcester 32.6 69.6 70 Stanground Cambridgeshire 4.7 73.8 65 Ledbury Hereford and Worcester 18.2 69.9 60 Pulham St Mary Norfolk 0.4 69.1 60

• disc-log-033.pdf

  for other costs met for those staff on trade union facility time apart from salaries - including travel expenses, office supplies, telephone expenses and energy bills. Information Released: 1. The details of any office accommodation your organisation provides to staff to carry out trade union business