Yorkshire and The Humber

The domain "Income and living conditions" covers four topics: people at risk of poverty or social exclusion, income distribution and monetary poverty, living conditions and material deprivation, which are again structured into collections of indicators on specific topics. The collection "People at risk of poverty or social exclusion" houses main indicator on risk of poverty or social inclusion included in the Europe 2020 strategy as well as the intersections between sub-populations of all Europe 2020 indicators on poverty and social exclusion. The collection "Income distribution and monetary poverty" houses collections of indicators relating to poverty risk, poverty risk of working individuals as well as the distribution of income. The collection "Living conditions" hosts indicators relating to characteristics and living conditions of households, characteristics of the population according to different breakdowns, health and labour conditions, housing conditions as well as childcare related indicators. The collection "Material deprivation" covers indicators relating to economic strain, durables, housing deprivation and environment of the dwelling.

The indicator is defined as the absolute difference between males and females in the aggregate replacement ratio. The aggregate replacement ratio is defined as the ratio of the median individual gross pensions of 65-74 age category relative to median individual gross earnings of 50-59 age category, excluding other social benefits.

The indicator is defined as the absolute difference between males and females in the at-risk-of-poverty rate for single-person households.

The indicator is defined as the absolute difference between males and females in the relative income of elderly people (65 and more) for single-person households.

The indicator is defined as the absolute difference between males and females in the relative income ratio which is the ratio between the median equivalised disposable income of persons aged 60 (resp. 75) or over and the median equivalised disposable income of persons aged between 0 and 59 (resp. 74).

The gender employment gap is defined as the difference between the employment rates of men and women aged 20-64. The employment rate is calculated by dividing the number of persons aged 20 to 64 in employment by the total population of the same age group. The indicator is based on the EU Labour Force Survey.

The gender overall earnings gap is a synthetic indicator. It measures the impact of the three combined factors, namely: (1) the average hourly earnings, (2) the monthly average of the number of hours paid (before any adjustment for part-time work) and (3) the employment rate, on the average earnings of all women of working age - whether employed or not employed - compared to men.

The unadjusted Gender Pay Gap (GPG) represents the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. The population consists of all paid employees in enterprises with 10 employees or more in NACE Rev. 2 aggregate B to S (excluding O). The GPG indicator is calculated within the framework of the data collected according to the methodology of the Structure of Earnings Survey.

The unadjusted Gender Pay Gap (GPG) represents the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. All employees working in firms with ten or more employees, without restrictions for age and hours worked, are included.

The unadjusted gender pay gap (GPG) represents the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. The GPG is calculated on the basis of: - the four-yearly Structure of Earnings Survey (SES) 2002, 2006, 2010, etc., and with the scope as required by the SES regulation,  - national estimates based on national sources for the years between the SES years, from reference year 2007 onwards, with the same coverage as the SES. Data are broken down by economic activity (Statistical Classification of Economic Activities in the European Community - NACE), economic control (public/private) of the enterprise as well as working time (full-time/part-time) and age (six age groups) of employees. Data are released in February/March on the basis of information provided by national statistical institutes.

Eurostat Dataset Id:earn_gr_gpgr2wt The unadjusted Gender Pay Gap (GPG) represents the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. From reference year 2006 onwards, the new GPG data is based on the methodology of the Structure of Earnings Survey (COUNCIL REGULATION EC No 530/1999 of 9 March 1999 concerning structural statistics on earnings and on labour costs) which is carried out every four years. The most recent available data refers to reference years 2002, 2006 and 2010. Whereas the GPG figures for 2006 and 2010 are directly computed from the 4-yearly SES, for the intermediate years countries provide annual estimates which every 4 years are revised, benchmarked on the SES results in the two respective years. Some countries calculate the annual GPG on a yearly SES and hence their data needs no further adjustment or revisions as the majority of the others. Data are broken down by economic activity (NACE: Statistical Classification of Economic Activities in the European Community), form of economic and financial control (public/private) of the enterprise, working profile (full-time / part-time) and age classes (six age groups) of employees.

Eurostat Dataset Id:earn_gr_hgpg The gender pay gap is given as the difference between average gross hourly earnings of male paid employees and of female paid employees as a percentage of average gross hourly earnings of male paid employees. The gender pay gap is based on several data sources, including the European Community Household Panel (ECHP), the EU Survey on Income and Living Conditions (EU-SILC) and national sources.

The indicator measures the share of female board members in the largest publicly listed companies. Publicly listed means that the shares of the company are traded on the stock exchange. The ‘largest’ companies are taken to be the members (max. 50) of the primary blue-chip index, which is an index maintained by the stock exchange and covers the largest companies by market capitalisation and/or market trades. Only companies which are registered in the country concerned are counted. Board members cover all members of the highest decision-making body in each company (i.e. chairperson, non-executive directors, senior executives and employee representatives, where present). The highest decision-making body is usually termed the supervisory board (in case of a two-tier governance system) or the board of directors (in a unitary system). Executives refer to senior executives in the two highest decision-making bodies of the largest (max. 50) nationally registered companies listed on the national stock exchange. The two highest decision-making bodies are usually referred to as the supervisory board and the management board (in case of a two-tier governance system) and the board of directors and executive/management committee (in a unitary system).