Introduction
On 31 March 2017, the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 came into force. These Regulations require public sector employers to publish gender pay information. This Statement sets out gender pay information for Bassetlaw District Council using the snapshot date of 31 March 2025.
Scope
This statement covers all employees of Bassetlaw District Council, permanently and temporarily employed on 31 March 2025, including those on casual contracts that worked on or over that period.
Definition of Pay
The legislation is specific about the definition of “pay” which includes basic pay, allowances, pay for leave such as annual leave, sick leave, maternity, paternity, adoption and parental leave (except where an employee is paid less than usual because of being on leave), shift premium pay and bonus pay. “Pay” does not include overtime pay, expenses, the value of salary sacrifice schemes (however the reduction to salary is included), benefits in kind, redundancy or other termination pay and pay in lieu of leave.
Reporting Requirements
The requirements to publish:
- The difference between the mean hourly rate of pay for male and female employees;
- The difference between the median hourly rate of pay for male and female employees;
- The difference between the mean bonuses paid to male and female employees over the period of 12 months ending with the snapshot date of 31 March;
- The difference between the median bonuses paid to male and female employees over the period of 12 months ending with the snapshot date of 31 March;
- The proportion of male employees, and female employees, who were paid bonuses during the period of 12 months ending with the snapshot date of 31 March.
Gender Pay Information
Snapshot date: 31 March 2025.
- The mean gender pay gap is -2.0%. This means that women are paid 2.0% more than men on average. The average is calculated by adding up the hourly rates of all men and all women and dividing by the total number of men and women.
- The median gender pay gap is -7.4%. This means that when the hourly rates of all female and all male staff are put in order from smallest to largest, the middle rate for all female staff is 7.4% higher than the middle rate for all male staff.
- The difference between the mean bonus paid to male and female employees over the period of 12 months ending with the snapshot date of 31 March is 0%. No bonuses were paid to men or women during this period.
- The difference between the median bonus paid to male and female employees over the period of 12 months ending with the snapshot date of 31 March is 0%. No bonuses were paid to men or women during this period.
- The proportion of male employees, and female employees, who were paid bonuses during the period of 12 months ending with the snapshot date of 31 March is 0%. No bonuses were paid to men or women during this period.
The proportions of male and female employees in each quartile of the pay distribution.
Quartiles are determined by putting the hourly rates of all employees in order from lowest to highest, then splitting the list into four equal sections.
| Staff | Lower | Lower-middle | Upper-middle | Upper |
|---|---|---|---|---|
| Total staff | 144 | 143 | 144 | 143 |
| Male | 86 | 70 | 63 | 67 |
| Female | 58 | 73 | 81 | 76 |
| Proportion of male | 59.7% | 49.0% | 43.7% | 46.9% |
| Proportion of female | 40.3% | 51.0% | 56.3% | 53.1% |
Analysis of Data
The Council’s median pay gap of -7.4% indicates that, at the midpoint of hourly pay, women’s hourly pay is higher than men’s in this snapshot dataset.
National context (ONS): The Office for National Statistics reports that the median gender pay gap for full‑time employees in the UK was 6.9% in April 2025 (meaning women’s median hourly earnings were 6.9% lower than men’s, excluding overtime).
Comparison with Bassetlaw District Council's published Gender Pay Gap Statement 2024 (snapshot 31 March 2024)
The Council’s published 2024 statement reported:
- Mean gender pay gap: 0.6% (men paid 0.6% more than women on average)
- Median gender pay gap: -1.7% (women’s median hourly pay 1.7% higher)
- Bonus pay: 0% (no bonuses paid)
In 2025, the mean pay gap has moved from +0.6% (in favour of men) to -2.0% (in favour of women), and the median pay gap has moved from -1.7% to -7.4%, indicating a larger negative median gap than the previous year.
Looking at the 2025 quartile profile, women are the majority in the upper and upper middle quartiles, while men are the majority in the lower quartile. This distribution provides helpful context for the negative hourly pay gap results.
The Council remains committed to the principles of equality and equal treatment for all employees and has clear procedures to ensure employees are paid equally for the same or equivalent work, regardless of gender or any other protected characteristic.
Actions to be undertaken to address the gender pay gap
Although the gender pay gap can fluctuate year-on-year as the workforce changes, the Authority will continue to implement actions to ensure equality, including:
We will ensure that grades continue to be determined through objective analysis and job evaluation to maintain the integrity of the pay and grading system.
We aim to recruit from the widest possible talent pool by advertising job vacancies widely, ensuring gender-neutral language in job advertisements, and using competency-based selection techniques to guard against unconscious bias in recruitment processes.
We will monitor shifts in the gender pay gap data each year to identify any trends and analyse underlying causes.
References
- GOV.UK statutory guidance: “Making your calculations” (updated 27 December 2025).
- ONS (ASHE): Gender pay gap in the UK: 2025 (full-time median gap 6.9%).
Last Updated on Tuesday, May 5, 2026