Gender pay gap report 2025
As of 31 March 2025, we employed 546 people (contracted and casual staff). We employ a higher percentage of women (59%) than men (41%).
When compared with Warwickshire’s general population of economically active people aged 16 and over, we employ a higher percentage of women and a lower percentage of men (57% women employees compared with a general population of 50.3% women, and 43% men compared with 49.7% men).
Number of employees in 2025
- 320 female (59%)
- 226 male (41%)
- 546 total
Gender profile statistics 2025
| Statistic | Female employees | Male employees |
|---|---|---|
| Number of employees | 320 | 226 |
| Percentage of all employees | 59% | 41% |
| Full-time employed | 221 | 197 |
| Part-time employed | 99 | 29 |
| Percentage that work part time | 30.9% | 12.8% |
| Work on a casual basis | 10 | 5 |
| Average weekly hours worked | 33.17 (between 7.5 and 42 hours) | 35.53 (between 10 and 42) |
Mean and median gender pay gap results
We have used the guidance detailed on the gov.uk website to calculate this data. The gender pay gap is calculated as:
- mean figure (the difference between the average of male and female pay)
- median figure (the difference between the midpoints in the ranges of male and female pay)
As a summary, our results are set out below:
Mean and median gender pay gap results 2025
| Statistic | Female 2025 | Male 2025 | Difference |
|---|---|---|---|
| Number of employees | 320 | 226 | |
| Mean hourly rate | £18.41 | £20.61 | 10.7% |
| Median hourly rate | £17.28 | £18.71 | 7.6% |
| Mean bonus payment | £418.66 | £314.42 | -33.2% |
| Median bonus payment | £350 | £250 | -40% |
| Portion who received a bonus | 1.9% | 6.3% |
Mean gender pay gap
There is a 10.7% pay gap between the mean hourly rate for our male employees and our female employees. Our mean gender pay gap has decreased by 4.6% from 15.3% since 2018.
The gender pay gap nationally has been declining since 2017. We recognise this national trend and note that ONS data indicates a slight widening in the past year. Our mean gender pay gap is lower than the national average of 13.8% by 3.1%.
The ONS national data shows that the gender pay gap decreased to 13.8%, from 14.9% in 2021, but remains below 2019 levels (17.4%).
Median gender pay gap
There is a 7.6% pay gap between the median hourly rate for our female employees and our male employees as of 31 March 2025. This is lower than the national average of 13.1%.
Bonus pay
Our female employees earned more in mean bonuses (£418.66) than our male employees (£314.42). The mean gap is -33.2% in favour of female employees.
In terms of median bonuses, our female employees (£350) earned more than male employees (£250). This is attributable to one-off honoraria payments of £150 and £500 long service award payments.
Our long service awards demonstrate staff retention. 1.9% of female employees received a bonus compared to 6.3% of male employees. This covers one-off honoraria and long-service awards.
Pay quartiles
Our hourly rates in 2025 range from £6.67 (apprentice rate) to £69.17.
Our highest concentration of female employees is in the lower middle quartile at 65.4%.
Since March 2018, the percentage of female employees in the lower quartile has decreased by 9.7% (63% to 53.3%).
Since March 2018, the percentage of female employees in the upper quartile has increased by 19.2% (39.2% to 58.4%).
Pay quartiles by qender (31 March 2025)
| Quartile | No. of males | No. of females | Total | Males | Females | Total % |
|---|---|---|---|---|---|---|
| Lower Quartile (£6.67 - £14.35) | 38 | 99 | 137 | 27.7% | 72.3% | 100% |
| Lower Middle Quartile (£14.35 - £17.77) | 61 | 75 | 136 | 44.9% | 55.1% | 100% |
| Upper Middle Quartile (£17.11 - £23.16) | 55 | 81 | 136 | 40.4% | 59.6% | 100% |
| Upper Quartile (£23.16 - £69.17) | 72 | 65 | 127 | 52.6% | 47.4% | 100% |
Summary of gender pay gap data (as of 31 March 2025)
- Our Mean Gender pay gap is 10.7% (a decrease of 4.6% since 2018).
- Our Median Gender pay gap is 7.6% (a decrease of 3.3% since 2018).
- Our Mean Bonus pay gap has decreased to -33.2%.
- Our Median bonus payment gap is -40% for the same reasons.
Analysis
Our gender pay gap for the mean hourly rate decreased from 11.7% in March 2024 to 10.7% in March 2025.
The median hourly rate for our female employees increased from £16.24 in 2024 to £18.41 (£2.17 increase), and the median hourly rate for our male employees rose from £19.54 to £20.81 (£1.27 increase). This is largely attributable to the higher number of women in lower graded roles.
The lowest pay rate increased from £5.39 to £6.67 due to an increase in apprenticeship pay.
We remain committed to encouraging more women into senior roles, and many of our female colleagues benefit from career progression with us.
Our long service awards and honoraria demonstrate our commitment to valuing staff.
Our Apprenticeship scheme continues to recruit and retain staff, supporting organisational growth and career development.
National picture
We compared our results to the ONS Annual Survey of Hours and Earnings (ASHE) provisional data:
| Description | Mean | Median |
|---|---|---|
| United Kingdom total | 13.2 | 14.3 |
| Public Sector | 11.5 | 14.0 |
| Private Sector | 15.6 | 18.9 |
| West Midlands | 14.1 | 14.4 |
| Public Sector (West Midlands) | 11.0 | 14.4 |
| Private Sector (West Midlands) | 18.2 | 18.4 |
| Warwickshire | 27.0 | 15.8 |
| Warwick Area | 18.4 | 18.5 |
| Warwick District Council | 10.2% (2023) | 8.8 (2023) |