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receiving a bonus (in year) 94.8% 96.6% 6 Pay quartiles - the gender pay split in each quartile 53.3% Men Lowest salary 46.7% Women 55.2% Men Lowermiddle salary 44.8% Women 65.4% Men Highermiddle salary 34.6% Women 65.0% Men Highest salary 35.0% Women 7 Key findings The snapshot taken on 31 March 2024
% Mean Bonus Gap 4.10% Median Bonus Gap 0.70% Proportion of men and women receiving a bonus (in year) % of employees % Women 96.6% % Men 94.8% Pay Quartiles Pay Quartiles Women Men Total Q1 (lowest salary) 46.7% 53.3% 100% Q2 (lower-middle salary) 44.8% 55.2% 100% Q3 (higher- middle salary) 34.6% 65.4
5.60% Median Pay Gap 5.30% Mean Bonus Gap 4.10% Median Bonus Gap 0.70% Proportion of men and women receiving a bonus (in year) % of employees % Women 96.6% % Men 94.8% Pay Quartiles Pay Quartiles Women Men Total Q1 (lowest salary) 46.7% 53.3% 100% Q2 (lower-middle salary) 44.8% 55.2% 100% Q3 (higher
and Women civil servants receiving a bonus (in year) 94.8% 96.6% 6 Pay quartiles - the gender pay split in each quartile 53.3% Men Lowest salary 46.7% Women 55.2% Men Lowermiddle salary 44.8% Women 65.4% Men Highermiddle salary 34.6% Women 65.0% Men Highest salary 35.0% Women 7 Key findings The snapshot
. 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
Bronze award for our work on gender equality. Please continue over for pay and skills information FitzRoy Road, Exeter, Devon, EX1 3PB United Kingdom [email protected] www.metoffice.gov.uk Q What are the salary scales for the jobs available? Role Min Salary Max Salary scale Discretionary
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
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
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
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
