This information could be provided only at disproportionate cost.
I refer the noble Baroness to tables 25 (ethnicity), 26 (disability) and 27 (gender) on the 2008 Civil Service Statistics website that provides details of the pay gaps that exist under the various categories for the department, in relation to gender and for the Civil Service as a whole, in relation to ethnicity and disability.
These details can be accessed via the attached link at www.statistics.gov.uk/downloads/theme_labour/CivilService_tables_2008.xls.
The latest published information on gender pay differentials in the Home Office is available on the Civil Service Statistics website (table 27 refers) at www.statistics.gov.uk/downloads/theme_labour/CivilService_tables_2008.xls.
Information about Home Office pay differentials relating to ethnicity and disability is not available for the same period, and to obtain it would incur disproportionate cost. However, the Civil Service Statistics website sets out this information for the Civil Service as a whole: Tables 25 (Median Earnings by Ethnicity) and 26 (Median Earnings by Disability) refer.
Data available on staffing levels in the Civil Service is collected by the Cabinet Office and published in the Civil Service Statistics, a copy of which can be found at:
The Wales Office Annual Report 2008 (Cm 7404) includes details of staff by gender. A copy of the Wales Office Departmental Report 2008 can be obtained from the Library of the House.
To ask Her Majesty's Government in light of the report in the Financial Times of 5 May, whether there is a gender pay gap in the Department for Culture, Media and Sport; if so, what is the percentage difference; and what are the reasons for the difference. [HL3721]
Pay gaps by gender for the Department for Culture, Media and Sport (DCMS) are published in the Civil Service Statistics, and are set out below.
Male Female % Diff Male Female % Diff Department for Culture, Media and Sport 32,130 27,600 14.1 37,640 30,920 17.9
Department for Culture, Media and Sport
It is important to note that the gap highlighted above is not relevant in the context of equal pay legislation, as it does not compare like-for-like work.