The 20 Leeds businesses with the widest gender pay gaps have been revealed.
They include educational institutions and major city employers.
Leeds Bradford Airport
At Leeds Bradford Airport, the gender pay gap is 32.1 per cent.
According to the airport’s report into the findings, men and women receive equal pay for the same roles, but the disparity has been created a large number of men employed in the top half of highest-paid positions.
In the top quarter of the airport’s pay bracket, the staff ratio is 77 per cent male and 23 per cent female. In the upper middle quartile, 85 per cent of employees are men. The balance is more equal in the lower middle quartile, where 58 per cent of staff are male, but in the lower quartile, 59 per cent of roles are held by women.
‘The higher gender pay and bonus gaps within Leeds Bradford Airport Limited are heavily influenced by the gender ratio of certain departments who earn relatively high salaries compared to other Leeds Bradford Airport Limited colleagues. Employees in these departments are predominently male,’ the report reads.
The airport also cited its low turnover of staff and tradition of long service as reasons why it was difficult to redress the balance.
An airport spokesman said:
“Leeds Bradford Airport Limited is confident that whilst we are presented with a gender pay gap, this is not an equal pay issue.
The higher gender pay gaps are heavily influenced by the gender ratio of certain departments who earn relatively high salaries compared to other colleagues and employees in these departments are predominantly male.
“Where men and women are employed in equivalent jobs across the business, we are confident that both men and women are paid equally. LBA has relatively low turnover of staff which is something the business is proud of, however this does restrict our ability to change the gender balance within the organisation in the short term.
“Our statement around long service awards in in relation to the median bonus gap where woman have a higher bonus than men.
“Leeds Bradford Airport Limited is committed to providing equal opportunities in employment for all of our colleagues. We believe in a culture that promotes the benefits of a diverse workforce to ensure we attract and retain the best people for the job.”
Leeds-based budget airline Jet2 has a 49.7 per cent gender pay gap - a gulf it explains as being down to more men taking well-paid pilot’s and engineer’s jobs, while cabin crew tend to be female.
Only 7.2 per cent of staff in the carrier’s top pay bracket are female - but in the lowest pay band, 73.7 per cent are women. Across the company, 46.7 per cent of employees are female.
There is also a 35 per cent gap in the amount of bonus pay received - although only 17.3 per cent of men were eligible for a bonus, compared to 45.7 per cent of women.
The company has stated that the disparity is lower in its holiday sales arm, Jet2holidays, which does not employ pilots or engineers and has more women in management roles. The gap is only 9.4 per cent.
At one of Leeds’ best-performing secondary schools, Roundhay School, the gap is 28.6 per cent, although no bonus pay is awarded.
According to the school’s report, 75.4 per cent of staff in the lowest and lower middle pay brackets are women, and 70.5 per cent in the upper middle quartile. However, in the top pay bracket, 55.7 per cent of staff are women. On average, female staff at the school earn 16.5 per cent less than men - although the figures include non-teaching roles.
Roundhay explained that over half of the school’s senior leadership positions are filled by women, but that there is a higher concentration of women in the lowest quartile, which has contributed to the disparity, Four out of five school employees are female.
Roundhay’s headteacher, Matthew Partington, is supported by two female deputies, a male associate deputy, and four female and one male assistant heads, all of whom have different areas of specialism. The head of sixth form is a woman.