In line with UK legislation, as a public sector organisation with more than 250 employees, Braintree District Council reports on the Gender Pay Gap. This information is based on a snapshot of the workforce data as at 31 March 2025. The 2025 figures are based on 500 employees, 253 females (50.6%) and 247 males (49.4%).
Gender Pay Gap reporting is required to include the following six measures:
- Mean Gender Pay Gap – The difference between the mean hourly rate of pay of male employees and that of female employees.
- Median Gender Pay Gap – The difference between the median (middle) hourly rate of pay of male employees and that of female 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 median bonus pay paid to male employees and that paid to female employees.
- Bonus Proportions – The proportions of male and female employees who were paid a bonus during the reporting period.
- Quartile Pay Bands – The proportions of male and female employees in the lower, lower middle, upper middle and upper quartile pay bands.
Braintree District Council gender pay gap - 31 March 2025
Mean (average) gender pay gap: 9.22%
Median gender pay gap: 14.2%
Mean bonus gender pay gap: not applicable
Median bonus gender pay gap: not applicable
Proportion of males and females receiving a bonus payment: not applicable
Proportion of males and females in each pay quartile:
| Female | Male | |
|---|---|---|
| Lower quartile | 20.8% | 79.2% |
| Lower middle quartile | 56.0% | 44.0% |
| Upper middle quartile | 68.0% | 32.0% |
| Upper quartile | 57.6% | 42.4% |
Braintree District Council Gender Pay Gap Reporting for 2025 shows that across our entire workforce, female employees on average earn 9.22% more per hour than our male employees.
For employees in the median (middle) of the pay range across the Council, the female employee hourly rate is 14.22% higher than that of male employees. This does not mean that every female employee earned more than each male employee. It is an average of all employees and is reflective of the distribution of male and female employees across the pay quartiles, where a larger proportion of male employees are in the Lower Quartile. This salary distribution is representative of the higher proportion of male employees in front line operational roles.
BDC have a transparent system of job evaluation to objectively assess the demands of each job role against job factors irrespective of gender.
