Gender Pay Gaps In Lloyds Banking Group
LONDON, UNITED KINGDOM -- (Marketwire) -- 10/05/12 -- In Lloyds
Banking Group the gender pay gap is 24% according to research carried
out by Affinity.
Some Divisions had bigger pay gaps than others with parts of the
Wholesale Division having a gap of 31% and Retail a gap of 32%. For
an organisation of the size and pedigree of Lloyds Banking Group pay
gaps of that magnitude are simply not acceptable.
Some of this gender pay gap can be attributed to the fact that women
in the Bank are crowded into lower graded roles. 74% of staff in
grades A-C, the lowest grades, are female compared to 26% of men. 71%
of staff occupying the top three grades are men compared to just 29%
of women. In Group Operations IT, 76% of staff in the lowest three
grades are men compared to 24% of women. But still 80% of the top
roles are reserved for men compared to 20% of women.
Massive In-Grade Pay Differences
When seeking to identify significant differences in average salaries,
Affinity has adopted the methodology used by the Equality and Human
Rights Commission (EHRC) and focused our attention on those pay
differences between the salaries of men and women in the same grade
which are greater than 3%. The EHRC define a 5% difference in the pay
of men and women doing equal work, or where there is a pattern of
differences favouring one sex or another, a 3% difference, as
'significant' and therefore justifying further investigation.
Of the 101 individual grades Affinity looked at across 16 business
units there were gender pay gaps of 3%+ in 47 grades between the
average salaries of male and female members of staff.
We then looked at these 47 grades in more detail and in 35 of these
grades there were in-grade gender pay gaps of 5%+. This is
statistically significant and reflects a serious failure on the part
of the Group to ensure that men and women are paid equally for work
of equal value.
By far the largest business unit on the basis of staff numbers is the
Retail - Community Bank and we have focused again on that business
unit. The in-grade gender pay gaps show that female members of staff
are paid less than their male colleagues. The differences are 7.5% at
Grade D, 7.3% at Grade E, 5.6% at Grade F and 5.46% at Grade G. In
Direct Channels at Grade E the gap increased fr
om 3% to 5%. The same
is true for Group Executive Functions. In October 2010 the gender pay
gap at Grades E and G was 3.2% and 1.6% and it is now 5% and 3.4%
respectively. In Group IT the gender pay gap at Grades D, E, F and G
was 3.4%, 5.8%, 8.3% and 1.8% respectfully.
Commenting on the Union's equal pay research Mark Brown, General
Secretary of Affinity, said:
"The in-grade gender pay gaps we have identified in our research are
systemic, statistically significant and show that the Bank is in breach
of its own policy. In the absence of any objectively justifiable reasons
for the gender pay gaps, which would be almost impossible to do given the
breadth and depth of the gaps across most grades and all Divisions, then
the Bank is also in breach of its legal obligations under equal pay
We've told the Bank that it should appoint an independent third party
like the EHRC to undertake a detailed equal pay audit across the whole of
the Bank and the results should be made public for all to see. If it
refuses then we know that the Bank has got something to hide. In the
meantime, Affinity will be looking to identify individual equal pay cases
in order to pursue these through the courts."
Affinity - with over 40,000 members - is the largest independent
trade union representing staff in the Lloyds Banking Group. Within
the merged Bank, Accord would be the second largest union with over
20,000 members and Unite the third, representing only approximately
9,500 staff across the two Banks.
Mark Brown, General Secretary, Affinity
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