Section 1: Understanding Pay Gaps

At Gloucestershire County Council, we use the term Diverse Ethnic Communities (DEC) instead of terms such as BAME (Black, Asian and Minority Ethnic) or BME (Black and Minority Ethnic). We recognise that there is ongoing discussion about the most appropriate language to describe different ethnic groups, and that preferences can vary between individuals and communities. Following engagement with our Race Equality Staff Network, we have adopted Diverse Ethnic Communities as the term that best reflects the diversity of experiences, cultures and identities within our workforce and communities.

GCC’s 2025 ethnicity pay gap data shows continued progress, with the mean pay gap reducing to 5.1% from 6.2% in 2024 and the median gap closing to 0.0%. This means that, at the midpoint, hourly pay is now the same for White employees and employees from Diverse Ethnic Communities.

While this is a positive direction of travel, the remaining mean gap indicates that employees from Diverse Ethnic Communities continue to be underrepresented in higher-paid roles. GCC remains committed to addressing this through its Anti-Racism Commitment and targeted action to improve representation, progression and opportunity across the organisation.

The ethnicity pay gap (EPG) shows the difference in the average earnings between white and staff from diverse ethnic communities (DEC) within our organisation. The disclose rate of the ethnicity is 83.4% for 2025, therefore the report is not a complete picture of all staff in the organisation. We continue to encourage sharing of equalities information in GCC to enable more accurate reporting to support proportionate action. The analysis and recommendations of the report will be based upon the data provided and exclude the “unknown” category.

Ethnicity pay gap vs. equal pay

The ethnicity pay gap is different to equal pay. Equal pay relates to white and diverse ethnic communities receiving equal pay for equal work. The ethnicity pay gap is concerned with differences in the average earnings of white and diverse ethnic communities, regardless of role or seniority.

Equality Act

The ethnicity pay gap report is not a statutory requirement, unlike the gender pay gap, however it is recommended as part of the Equality Framework for Local Government. The Council is committed to creating an inclusive workplace that reflects are our diverse community.