Breakdown of full pay relevant staff
Breakdown of full pay relevant staff
The table below shows the breakdown of full pay relevant staff included within GPG calculations from March 2017 to March 2024.
| 2017 | 2018 | 2019 | 2020 | 2021 | 2022 | 2023 | 2024 | 2025 | ||||||||||
| Breakdown of full pay relevant staff | 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 | Number of staff | % of total | Number of staff | % of total | Number of staff | % of total |
| Basic pay | 2833 | 82.7% | 2898 | 78.47% | 2663 | 69.19% | 2271 | 54.1% | 2534 | 58.13% | 2437 | 57.71% | 2570 | 59.00% | 2728 | 60.25% | 2,941 | 60.3% |
| Basic pay plus additional allowance(s)* | 125 | 3.6% | 33 | 0.89% | 452 | 11.74% | 1,043 | 24.8% | 930 | 21.34% | 1,064 | 25.20% | 1,036 | 23.78% | 1,013 | 22.37% | 1,106 | 22.4% |
| Basic Pay plus additional allowance(s) and Salary Sacrifice | 15 | 0.4% | 9 | 0.24% | 7 | 0.18% | 40 | 1.0% | 61 | 1.40% | 24 | 0.57% | 47 | 1.08% | 62 | 1.37% | 67 | 1.4% |
| Basic Pay and Salary Sacrifice | 377 | 11.0% | 448 | 12.13% | 404 | 10.50% | 378 | 9.0% | 394 | 9.04% | 276 | 6.54% | 284 | 6.52% | 317 | 7.00% | 408 | 7.0% |
| Term Time Only staff | 59 | 1.7% | 58 | 1.57% | 58 | 1.51% | 83 | 2.0% | 75 | 1.72% | 76 | 1.80% | 74 | 1.70% | 76 | 1.68% | 86 | 1.7% |
| Term Time Only staff with additional allowance(s) | 0 | 0.0% | 0 | 0.00% | 1 | 0.03% | 1 | 0.0% | 0 | 0.00% | 0 | 0.00% | 3 | 0.07% | 2 | 0.04% | 2 | 0.0% |
| Term Time Only staff with SalarySacrifice | 0 | 0.0% | 0 | 0.00% | 3 | 0.08% | 3 | 0.1% | 0 | 0.00% | 0 | 0.00% | 2 | 0.05% | 1 | 0.02% | 2 | 0.0% |
| Casual employee basic pay** | 16 | 0.5% | 247 | 6.69% | 261 | 6.78% | 327 | 7.8% | 360 | 8.26% | 288 | 6.82% | 276 | 6.34% | 263 | 5.81% | 241 | 5.8% |
| Casual employee basic pay and additional allowance | 0 | 0.0% | 0 | 0.00% | 0 | 0.00% | 53 | 1.3% | 5 | 0.11% | 58 | 1.37% | 64 | 1.47% | 66 | 1.46% | 60 | 1.5% |
| Total | 3426 | 3693 | 3849 | 4199 | 4359 | 4223 | 4356 | 4528 | 4913 | |||||||||
From the data tables above the following can be seen:
- The number of staff contributing to salary sacrifice schemes has increased in 2025, compared to last year.
- A slightly lower number of casual employees were included within the 2025 (241) GPG compared to previous year 2024 (263).
Full time / Part-time
The table below shows the breakdown of full pay relevant staff included within GPG calculations from March 2017 to March 2025. From this, it can be seen that more women work part time than men.
| Gender | 2017 | 2018 | 2019 | 2020 | 2021 | 2022 | 2023 | 2024 | 2025 | |||||||||
| Women % | Male % | Women % | Men % | Women % | Male % | Women % | Men % | Women % | Men % | Women % | Men % | Women % | Men % | Women % | Men % | Women % | Men % | |
| Full time | 60.5% | 39.5% | 62.4% | 37.6% | 63.1% | 36.9% | 63.8% | 36.2% | 64.3% | 35.7% | 64.5% | 35.5% | 65.6% | 34.4% | 64.7% | 35.3% | 65.5% | 34.5% |
| Part time | 82.3% | 17.7% | 88.2% | 11.8% | 87.9% | 12.1% | 80.8% | 19.2% | 80.2% | 19.8% | 79.6% | 20.4% | 80.2% | 19.8% | 81.3% | 18.7% | 80.6% | 19.4% |
| Total | 68.5% | 31.5% | 69.3% | 30.7% | 69.6% | 30.4% | 69.3% | 30.7% | 69.2% | 30.8% | 69.1% | 30.9% | 69.9% | 30.1% | 69.6% | 30.4% | 69.9% | 30.1% |
Full time / Part-time Mean & 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 2025.
| Mean hourly rate | Mean gender pay gap | ||
| Female | Male | (FT/PT) | |
| Full time | £20.22 | £20.45 | 1.1% |
| Part time | £19.50 | £19.35 | -0.8% |
| Gloucestershire County Council | £19.98 | £20.24 | 1.3% |
| Median hourly rate | Median gender pay gap | ||
| Female | Male | (FT/PT) | |
| Full time | £18.71 | £18.87 | -0.2% |
| Part time | £17.97 | £18.05 | 0.4% |
| Gloucestershire County Council | £18.25 | £18.44 | 1.0% |
(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. When both the full time and part time pay rates are examined in isolation, it can be seen that there is a negative mean gender pay gap (women paid more than men) for part time employee pay rates and a negative median gender pay gap (women paid more than men) for full time employee pay rates. However, 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 gap within the council.
Last reviewed: