Gender Pay Gap Report
Please find laid out below the figures required under the Gender Pay Gap Reporting Legislation. These figures are for the snapshot date of 31 March 2025.
This information is required to be published on the Council’s website and also reported on the Government portal.
All figures are based on 429 relevant full pay employees (as defined by the guidance). The gender breakdown is that there are 220 female and 209 male employees.
The mean hourly rate of pay for males is £16.77
The mean hourly rate of pay for females is £17.91
This gives a mean gender pay gap of -6.80% i.e. the difference in pay of £1.14 means that on average females are paid 6.80% more than males.
Median Gender Pay Gap
The median hourly rate of pay for males is £13.90
The median hourly rate of pay for females is £16.28
This gives a median gender pay gap of -17.12 % i.e. the median hourly pay for men is 17.12% lower than that for females.
Bonus Pay
Mean Gender Pay Gap for Bonus Pay
The mean annual bonus pay for males is £10,000
The mean annual bonus of pay for females is £0
This gives a mean bonus pay gap of 100 % i.e. on average the bonus payments made to men are 100% higher than that for females.
It should be noted that a retention bonus is paid to a very small number of staff and so the difference in one payment can lead to a marked difference in the mean figures
Median Gender Pay Gap for Bonus Pay
The median annual bonus pay for males is £10,000
The median annual bonus pay for females is £0
Quartile Breakdown
The quartile breakdown shows the proportion of male and female employees in four pay bands. The bands are determined by ranking employees from highest to lowest paid and then dividing into four equal parts (‘quartiles’). A percentage figure is then worked out.
As at 31 March 2025, the Upper, Upper Middle and Lower Middle Quartiles contained 107 employees, and the Lower Quartile contained 108 employees. So Upper Quartile contains the 107 highest paid employees and the Lower Quartile the 108 lowest paid. To note, that due to the way the quartiles are determined it is possible that employees on the same rate of hourly pay may be in different quartiles (care is given however to consider gender balance in this instance).
Quartile Breakdown Male Female
Upper Quartile 47% 53%
Upper Middle Quartile 26% 74%
Lower Middle Quartile 54% 46%
Lower Quartile 68% 32%
Comparison with last year
Mean Gender Pay Gap
The mean gender pay gap has risen from March 2024 from -1.12% to -6.80% which is a significant rise. Since the first report in 2017 the Council had seen a sustained shift towards parity from a previous gender pay gap of 12.27%, however this is now moving away from parity to a larger, negative gap.
The mean hourly rate for both male and female employees has increased in the last year with a much larger increase being seen for female employees. This has led to the widening in the mean pay gap which remains in favour of female employees.
Median Gender Pay Gap
There has been an increase to the median gender pay gap since March 2024 from -12.8% to -17.12% which means that the median average pay for female employees remains greater than that of male employees. This is following a decrease between March 2023 and March 2024 which had shown a positive movement towards parity. The gap is still lower than the -19.63% seen in 2022.
It should be noted that due to the relatively small number of employees that the data is based on, a small number of changes can have a larger than expected impact on the overall figures.
This information was correct on the date it was published.