1. The Gender Pay Gap in WoE LEP Area Jackie Longworth Fair Play South West http://www.fairplaysouthwest.org.uk/

2. Information Sources Data from ONS, 2014 – Office of National Statistics, Annual Survey of Hours and Earnings – ASHE 2014 (provisional) Table 10 - Place of Residence by Parliamentary Constituency (ZIP 8407Kb) ASHE 2014 (provisional) Table 10 - Place of Residence by Parliamentary Constituency (ZIP 8407Kb) Analysis from Longworth, 2016, forthcoming – The Gender Pay Gap and what is needed to eliminate it. A view from Dr Jackie Longworth for Fair Play South West ( will be available on http://www.fairplaysouthwest.org.uk/manifesto ) http://www.fairplaysouthwest.org.uk/manifesto – How to eliminate the gender pay gap? Local actions ( will be available in CESR Review on 8 th March 2016 )

3. The TQ Enterprise Zone is on the border of Bristol West, Bristol South and Bristol East Target: 4,000 jobs in 5 years and 17,000 by 2037

4. * The gender pay gap varies significantly across the West of England. * It is higher for residents in Bristol West than South or East – why? * The biggest full time pay gaps are for residents of Bristol North West, Kingswood and North East Somerset, all remote from the well paid jobs of Bristol West or Filton and Bradley Stoke.

5. * Men and Women residents of South and East who work full time are paid similarly but less than those in Bristol West. * The highest paid full time women live close to well paid jobs in Bristol West or Filton and Bradley Stoke. * The lowest paid full time women live in Bristol North West, Kingswood and North East Somerset, remote from the well paid jobs, but men’s pay is less affected. * The hourly pay of part time women is consistently low across the whole WoE area.

6. * The number of women working full time is much higher for residents of Bristol West than those of Bristol South or East. * Far fewer women than men work full time for residents of Bristol South and East, whereas for residents of Bristol West the numbers are similar. * The relatively low numbers of women residents employed full time in Filton and Bradley Stoke may reflect the nature of the well paid jobs there.

7. Summary points Women resident in Bristol West are employed full time almost to the same extent as men and are paid relatively well (but 15% less per hour than men). Women resident in Bristol South and East are employed full time to a much less extent than are men, but receive similar pay, which is relatively low for both. Women resident in Filton and Bradley Stoke are employed full time to a much less extent than are men; they are relatively well paid (but 12% less than men). Women resident in constituencies remote from Bristol West or Filton and Bradley Stoke are employed full time to a less extent than men and are paid the least well in WoE. By contrast, men resident in remote constituencies have pay close to those resident in Bristol West or Filton and Bradley Stoke, the highest in WoE. The biggest full time pay gaps occur for residents in constituencies remote from Bristol West or Filton and Bradley Stoke; over 20% in Bristol North West, Kingswood and North East Somerset.

8. Emerging Issues In WoE the well paid jobs are unevenly distributed geographically and women tend to benefit from them to a less extent than men unless they live in the constituencies in which those jobs are located. Why are women ‘choosing’ low paid jobs over higher paid jobs? – Higher paid jobs are not available with flexible working hours, or part time – Jobs available for part time working are under-valued – Childcare is not conveniently located, affordable or high quality – In some localities the only jobs are low paid – Public transport is not designed with women’s needs in mind – Careers advice and guidance is inadequate and reinforces stereotypes – Employers’ recruitment, development and promotion processes are subject to unconscious bias (or discrimination) – In parts of WoE many women need English language support to give them access to higher paid jobs.

9. “Local employers and public authorities could make a big difference to reducing the pay gap by adopting appropriate strategies in planning, transport and service provision that take the different needs of women into account. Indeed public authorities have a legal duty to do so.” From: CESR Review 8 th March 2016