The diversity of our workforce
The Equality Act 2010 requires all public organisations with more than 150 employees to publish the diversity make-up of their workforce. We publish reports on the gender pay gap for our workforce and our councillors.
Our most recent documents are available below:
- Equality analysis of our workforce 2024-25
- Equality analysis of our workforce 2023-24
- Equality analysis of our workforce 2022-23*
- Equality analysis of our workforce - January - December 2021
- Equality analysis of our workforce - January - December 2020
- Equality analysis of our workforce - January - December 2019
- Equality analysis of our workforce - January - December 2018
* In 2022, we changed our equality analysis snapshot period to March from January to align with gender pay gap reporting and provide a more consistent view of information across the same reporting period.
Gender pay gap reporting
All employers with 250 or more employees must publish annual information about the difference in pay for male and female employees. This is called the gender pay gap. Our detailed statistics are set out in the equality analyses of our workforce above. The table below is a summary of the median gender pay gap for the last five years.
| At: | Median gender pay gap (ie. women's hourly pay is:) |
|---|---|
| 31 March 2025 | 7.3% lower |
| 31 March 2024 | 5.5% lower |
| 31 March 2023 | 10.4% lower |
| 31 March 2022 | 13.9% lower |
| 31 March 2021 | 13.9% lower |
| 31 March 2020 | 8.2% lower |
| 31 March 2019 | 9.8% lower |
| 31 March 2018 | 12.8% lower |
| 31 March 2017 | 15.4% lower |
View gender pay gap data for organisations in the UK.
Ethnicity and Disability pay gap reporting
Ethnicity and disability pay gap reporting is not currently a statutory requirement. The Government has committed to introducing this requirement, although implementation timeframes are yet to be confirmed. The Council is committed to meeting its equality duties and is working towards publishing ethnicity and disability pay gap data in the future.