National Archives Gender Pay Gap 2019
Source: data.gov.uk (2024-10-09)

National Archives - Gender Pay Gap. Gender Pay Gap Details - The National Archives

Gender Pay Gap Report 
 
31 March 2019 
 
 
 
 
 
 
 

 
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Introduction 
In 2017, the Government introduced world-leading legislation that made it statutory for 
organisations with 250 or more employees to report annually on their gender pay gap. 
Government departments are covered by the Equality Act 2010 (Specific Duties and 
Public Authorities) Regulations 2017 that came into force on 31 March 2017. These 
regulations underpin the Public Sector Equality Duty and require relevant organisations 
to publish their gender pay gap by 30 March annually. This includes the mean and 
median gender pay gaps; the mean and median gender bonus gaps; the proportion of 
men and women who received bonuses; and the proportions of male and female 
employees in each pay quartile. 
The gender pay gap shows the difference in the average pay between all men and 
women in a workforce. If a workforce has a particularly high gender pay gap, this can 
indicate there may be a number of issues to deal with, and the individual calculations 
may help to identify what those issues are. 
The gender pay gap is different to equal pay. Equal pay deals with the pay differences 
between men and women who carry out the same jobs, similar jobs or work of equal 
value. It is unlawful to pay people unequally because they are a man or a woman. 
Difference in Hourly Rate 
Women’s mean hourly rate is 2.18% lower than men’s  
Women’s median hourly rate is 3.40% lower than men’s 
Proportion of Women in Each Pay Quartile 
Upper (Highest Paid) 
44.44% women 
55.56% men 
Upper Middle 
53.97% women 
46.03% men 
Lower Middle 
59.52% women 
40.48% men 
Lower (Lowest Paid) 
43.65% women 
56.35% men 

 
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Who Received Bonus Pay 
20.1% of women  
18.0% of men 
Difference in Bonus Pay 
Women’s mean bonus pay is 0% lower than men’s  
Women’s median bonus pay is 0% lower than men’s 
What Our Data Shows 
The mean and median differences in hourly rate suggest that we have a slight gender 
pay gap in favour of men.  This is an increase of 1.38% in the mean from last year, and 
nearly the opposite in the median, which was in favour of women in 2018.  We believe 
these small variances around zero each year are not a cause for concern however we 
are not complacent.  An equal pay audit conducted by an external company on behalf 
of The National Archives concluded that we have no structural pay issues that would 
cause systematic, unjustifiable disparities in pay between males and females. 
There has been a slight reduction in the percentage of women in the upper and upper 
middle quartiles, which probably goes some way to explain the change in difference in 
hourly rate.  Women continue to make up the largest percentage of the middle 
quartiles, with men predominant in the upper and lower quartiles. 
We share our non-consolidated bonus equally among all those who are assessed to be 
exceeding in their performance review.  This means the mean and median bonuses are 
the same for men and women.  A greater percentage of women were awarded a bonus, 
however this is a difference of only 6 people. 
Action We Are Taking 
The main factors we believe influence our relatively low gender pay gap are the 
availability of flexible working patterns, in particular those that do not have an impact 
on pay such as compressed hours and the ability to work from home.  These are 
popular with those returning from maternity or with caring responsibilities.  In addition, 
we operate 'anonymised recruitment' at the application stage and offer all roles with 
the option of flexible working to ensure an inclusive recruitment experience. 
We hold moderation meetings to guard against discrimination or favouritism and to 
help ensure all performance markings are fair and consistent.  We are continuing to 
develop our diversity and inclusion training and awareness weeks, including specific 
training on unconscious bias and inclusive leadership, and offer wellbeing initiatives 
throughout the year.  Our Employee Assistance Programme, which is well used by our 

 
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employees, gives advice and support on a range of issues and provides a professional 
counselling service.