Derbyshire County Council has published its gender pay gap data as at 31 March 2025 on the GOV.UK.
The Council’s (mean) pay gap stands at 9.2%. The mean can be defined as the average of employee hourly rate, in other words females mean hourly rate is 9.2% lower than male employees.
The Council’s (median) pay gap stands at 12.1%. The median can be defined as the middle number in a ranked list of hourly rates, in other words females median hourly rate is 12.1% lower than male employees.
The Council currently has a mean gender pay gap of 9.2% and a median pay gap of 12.1%, however, this is not due to female employees being paid less than male employees for undertaking equivalent work. The main factor is due to the types of jobs available, particularly lower paid part time roles that attract predominantly female applicants, such as catering staff, library assistants and care workers compared with roles that typically attract enhancements such as standby, sleep in and recall which attract predominantly male workers.
Bonus pay gap
For the purposes of gender pay gap reporting, recruitment and retention payments paid under the Recruitment and Retention Payments Policy, Additional Duties and Accelerated Pay Progression Policy) are required to be reflected within bonus pay gap reporting.
For the reporting year 2024 to 2025, 0.2% of male employees received a recruitment and retention payment, compared with 1.3% of female employees. The Council’s mean bonus pay gap is 37.21% and median bonus pay gap of 50%. This is not due to female employees being entitled to lower recruitment and retention payments when compared to male employees or recruitment and retention payments being more available to female employees. It is due to roles eligible for recruitment and retention payments typically attracting female employees on a part time basis. As the payments are pro-rated by contractual hours, female employees will typically receive a lower payment than male employees.
The Council did not pay any performance related bonus payments.
Reducing the gender pay gap
The Council is committed to equality of opportunity removing barriers to equality and diversity and supports the fair treatment and reward of all employees irrespective of gender.
Pay grades vary according to the level of responsibility of the job and is underpinned by the Council’s job evaluation scheme ensuring employees within the Council receive equal pay for work of equal value in line with requirements of the Equality Act 2010.
Consideration has been given to how barriers can be removed around equality and diversity at the Council; including a workforce equality dashboard, analysis and development of recruitment data to identify key barriers and issues in the recruitment and selection processes and continuing to listen and engage with employees to improve employee engagement and ensuring that statutory obligations are met.
- carrying out analysis of recruitment data to identify the key barriers and issues in recruitment and selection processes
- analyse data to monitor progress and inform decisions for the existing workforce
Carrying out analysis of key themes affecting the protected characteristics in the workforce emerging from completed Equality Impact Assessments