The purpose of gender pay reporting is to show the difference between the average earnings of men and women. Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 we have a legal duty to report on gender pay.
The regulations require us to publish key information based on an agreed methodology. Under the regulations there are six calculations that we are required to report on. These are:
- average gender pay gap as a mean average
- average gender pay gap as a median average
- average bonus gender pay gap as a mean average
- average bonus gender pay gap as a median average
- proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
- proportion of males and females when divided into four groups ordered from lowest to highest pay
Gender pay gap and equal pay
The gender pay gap differs from equal pay.
Equal pay is the differences in pay between men and women who carry out the same jobs, similar jobs, or work of equal value.
Gender pay gap reporting shows the differences in the average pay between men and women. We use job evaluation to address equal pay. It can still be the case that there is a gender pay gap due to the employee profile of the council.
Scope of the data
The data for this exercise has been taken from March's payroll which includes the snapshot date of 31 March 2025.
The data includes:
- all employees who are paid on a substantive, fixed term or temporary basis as well as casual employees.
- basic pay and allowances (including recruitment and retention payments, shift pay and allowances for weekend working)
The data does not include:
- overtime pay,
- redundancy or termination payments,
- non-cash benefits such as those paid through salary sacrifice
For the purposes of this report (as specified in the regulations) a pay period of one month equates to 30.44 days.
The calculations are based on 'full-pay relevant employees'.
A full-pay relevant employee is one who is employed by us on 31 March 2025 and is receiving "full pay" during the specified pay period. For the purposes of the report, an employee being paid less than their usual rate of pay for example due to maternity or sickness, are not classed as a full-pay relevant employee.
Our results
Women earned 93p for every £1 that men earned (comparing median hourly pay)
Women made up 59.7% of employees in the highest paid quarter, and 65.5% of employees in the lowest paid quarter.
Women's median hourly pay was 6.8% lower than men's - this means they earned 93p for every £1 that men earn when comparing median hourly pay.
This is an improved position on last year's reporting period where women's median hourly pay was 10.0% lower than men's - this means they earned 90p for every £1 that men earn when comparing median hourly pay.
When comparing to last year's reporting period, Women's mean (average) hourly pay was 2.2% lower than men's, this is a reduction in 2%.
Below is a table showing information on pay quarters across the Council for the 25/26 reporting year.
| Pay quartile | Total employees per quartile | Number of males | % of males | Number of females | % of females |
|---|---|---|---|---|---|
| Lower quartile | 1,184 | 408 | 34.4 | 776 | 65.5 |
| Lower middle quartile | 1,184 | 449 | 37.9 | 735 | 62.1 |
| Upper middle quartile | 1,184 | 531 | 44.8 | 653 | 55.1 |
| Upper quartile | 1,184 | 477 | 40.3 | 707 | 59.7 |
The Council did not award any bonus payments for the 25/26 reporting year.
