October 05, 2012 09:41 ET

Gender Pay Gaps In Lloyds Banking Group

LONDON, UNITED KINGDOM--(Marketwire - Oct. 5, 2012) - 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 from 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.

Union Comments

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 legislation.
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."

About Affinity

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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