This information is based on full-pay relevant employees on a snapshot date of 31 March 2025. Full-pay relevant employees are all employees who were employed by Dorset Council on 31 March 2025 and:
- are paid their usual full basic pay during the pay period in which the snapshot date falls
- are paid less than their usual basic pay, or none at all, during the pay period that includes the snapshot date, if it’s for reasons other than leave (for example because of irregular working hours)
Workforce demographic
The total headcount on 31 March 2025 was 4,986. For gender pay gap reporting purposes, only full-pay relevant employees are included in the calculations. This number was 4,616 which comprised:
- 2,950 females (63.9%) and 1,666 males (36.1%)
- 33.9% were part time and 66.1% full time
Full time:
- 1,649 females (54.0%)
- 1,404 males (46.0%)
Part time:
- 1,301 females (83.2%)
- 262 males (16.8%)
Our employment terms
Around 96% of our employees are covered by the terms and conditions for Local Government Services. This is commonly referred to as the Green Book. Most of the remainder are covered by the terms and conditions for advisory staff in children’s services (Soulbury) and those for teaching. A small number are on protected terms from previous employments.
To illustrate the make-up of the workforce, the full-time equivalent salaries for all posts have been assimilated onto the Dorset Council pay and grading structure, detailed below.
Gender Split
| Gender | Upper quartile | Upper middle quartile | Lower middle quartile | Lower quartile |
|---|---|---|---|---|
| Male | 34.84% | 33.36% | 38.13% | 38.04% |
| Female | 65.16% | 66.64% | 61.87% | 61.96% |
Gender Split (Headcount)
| Gender | Upper quartile | Upper middle quartile | Lower middle quartile | Lower quartile |
|---|---|---|---|---|
| Male | 402 | 385 | 440 | 439 |
| Female | 752 | 769 | 714 | 715 |
Gender pay gap explained
The gender pay gap shows the difference between the average (mean or median) earnings of men and women. This is expressed as a percentage of men’s earnings.
What we include
We include:
- mean gender pay gap (a mean or average, involves adding up all of the numbers and dividing the result by how many numbers were in the list) – the difference between the mean hourly rate of pay of male full-payemployees and that of female full-pay employees
- median gender pay gap (a median involves listing all of the numbers in numerical order. If there is an odd number of results, the median is the middle number. If there is an even number of results, the median will be the mean of the two central numbers) – the difference between the median hourly rate of pay of male full-pay employees and that of female full-pay employees
- mean bonus gap – the difference between the mean bonus pay paid to male employees and that paid to female employees
- median bonus gap – the difference between the median bonus pay paid to male employees and that paid to female employees
- bonus proportions – the proportion of male and female employees who were paid bonus pay during the relevant period
- quartile pay band – the proportion of male and female employees in the upper, upper middle, lower middle and lower quartile pay bands
Calculating and understanding the pay gap
The pay gap is calculated this way:
- mean (or median) £ per hour for males minus mean (or median) £ per hour for females
- the result is divided by the mean (or median) £ per hour for males
- the result is then multiplied by 100
What the result indicates:
- a positive percentage figure indicates that generally, female employees have lower pay/bonuses
- a negative percentage figure indicates that generally, male employees have lower pay/bonuses
- a zero percentage figure indicates that there is no gap or completely equal pay/bonuses
Our gender pay gap – 31 March 2025
Mean hourly pay gap:
- male: £18.41
- female: £18.39
Gap = 0.11%
Figures below from the Office of National Statistics 2025 Annual Survey of Hours and Earnings (provisional).
Office of National Statistics 2025 annual survey of hours and earnings (provisional)
| National average (mean) | Public sector average (mean) | South west public sector average (mean) |
|---|---|---|
| 13.4% | 12.3% | 12.5% |
The mean hourly pay gap of 0.11% is negligible and well below the average for public and private sector organisations. We’re committed to maintaining, or improving our gender pay gap.
Median hourly pay gap:
- male: £16.10
- female: £16.37
Gap = -1.68%
Figures below from the Office of National Statistics 2025 Annual Survey of Hours and Earnings (provisional).
| National average (median) | Public sector average (median) | South west public sector average (median) |
|---|---|---|
| 12.8% | 13.5% | 14.8% |
Similarly, the median hourly pay gap of -1.68% is well below the average for public and private sector organisations.
Proportion of men and women receiving bonuses
The council does not normally pay bonuses. However, a small number of individuals transferred to our employment with protections under TUPE who were eligible for a bonus payment.
Out of the total workforce of 4,986, 0% of male employees received a bonus payment and less than 0.1% of female employees received a bonus payment.
Mean bonus pay:
Gap = Not applicable
Median bonus pay:
Gap = Not applicable