Vacancy – Member of the Independent Remuneration Panel
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Breakdown of full pay relevant staff
In this section
The table below shows the breakdown of full pay relevant staff included within gender pay gap calculations from March 2017 to March 2023.
Breakdown of full pay relevant staff
| 2018 | 2019 | 2020 | 2021 | 2022 | 2023 | |||||||
| Number of staff | % of total | Number of staff | % of total | Number of staff | % of total | Number of staff | % of total | Number of staff | % of total | Number of staff | % of total | |
| Basic pay | 2,898 | 78.47% | 2,663 | 69.19% | 2,271 | 54.1% | 2,534 | 58.13% | 2,437 | 57.71% | 2,570 | 59.00% |
| Basic pay plus additional allowance(s)* | 33 | 0.89% | 452 | 11.74% | 1,043 | 24.8% | 930 | 21.34% | 1,064 | 25.20% | 1,036 | 23.78% |
| Basic pay plus additional allowance(s) and salary sacrifice | 9 | 0.24% | 7 | 0.18% | 40 | 1.0% | 61 | 1.40% | 24 | 0.57% | 47 | 1.08% |
| Basic pay and salary sacrifice | 448 | 12.13% | 404 | 10.50% | 378 | 9.0% | 394 | 9.04% | 276 | 6.54% | 284 | 6.52% |
| Term time only staff | 58 | 1.57% | 58 | 1.51% | 83 | 2.0% | 75 | 1.72% | 76 | 1.80% | 74 | 1.70% |
| Term time only staff with additional allowance(s) | 0 | 0.00% | 1 | 0.03% | 1 | 0.0% | 0 | 0.00% | 0 | 0.00% | 3 | 0.07% |
| Term time only staff with salary sacrifice | 0 | 0.00% | 3 | 0.08% | 3 | 0.1% | 0 | 0.00% | 0 | 0.00% | 2 | 0.05% |
| Casual employee basic pay** | 247 | 6.69% | 261 | 6.78% | 327 | 7.8% | 360 | 8.26% | 288 | 6.82% | 276 | 6.34% |
| Casual employee basic pay and additional allowance | 0 | 0.00% | 0 | 0.00% | 53 | 1.3% | 5 | 0.11% | 58 | 1.37% | 64 | 1.47% |
| Total | 3,693 | 3,849 | 4,199 | 4,359 | 4,223 | 4,356 | ||||||
*Additional allowances, for example, honorariums, long service, welcome payment, retention payment, other allowances specific to role
**12 week calculation pay
From the data tables above the following can be seen:
- The number of staff contributing to salary sacrifice schemes has increased in 2023, compared to last year
- A slightly lower number of casual employees were included within the 2023 (7.8%) gender pay gap compared to previous year 2022 (8.2%)
Full time/part time
The table below shows the breakdown of full pay relevant staff included within gender pay gap calculations from March 2017 to March 2023. From this, it can be seen that more women work part time than men.
| 2018 | 2019 | 2020 | 2021 | 2022 | 2023 | |||||||
| Women % | Men % | Women % | Men % | Women % | Men % | Women % | Men % | Women % | Men % | Women % | Men % | |
| Full time | 62.4 | 37.6 | 63.1 | 36.9 | 63.8 | 36.2 | 64.3 | 35.7 | 64.5 | 35.5 | 65.6 | 34.4 |
| Part time | 88.2 | 11.8 | 87.9 | 12.1 | 80.8 | 19.2 | 80.2 | 19.8 | 79.6 | 20.4 | 80.2 | 19.8 |
| Total | 69.3 | 30.7 | 69.6 | 30.4 | 69.3 | 30.7 | 69.2 | 30.8 | 69.1 | 30.9 | 69.9 | 30.1 |
Full time/part time mean and median pay
The tables below show the mean and median hourly pay rates for full time and part time employees by gender as at 31 March 2023.
| Mean hourly rate | Mean gender pay gap (FT/PT) | ||
| Women | Men | ||
| Full time | £18.19 | £18.79 | 3.2% |
| Part time | £17.34 | £17.41 | 0.4% |
| Gloucestershire County Council | £17.90 | £18.53 | 3.4% |
| Median hourly rate | Median gender pay gap (FT/PT) | ||
| Women | Men | ||
| Full time | £16.59 | £17.09 | 2.9% |
| Part time | £15.90 | £16.67 | 4.6% |
| Gloucestershire County Council | £16.59 | £16.91 | 1.9% |
Part time is defined as working less than 30 hours per week.
The mean and median hourly pay for part time employees for both men and women is lower than full time employees. There is no negative mean gender pay gap. This indicates that men have more of the highest full time/part time hourly paid rates, median (mid-point) full time/part time hourly pay rates for men are higher as well. As more women work part-time than men the lower hourly pay rates in these roles will continue to contribute to the overall gender pay within the council.
Last reviewed: