We are committed to achieving a 0% gender pay gap and to being a fair and inclusive organisation with a diverse workforce which represents the community it serves. BCP Council was formed on 1 April 2019, merging 4 legacy councils; Bournemouth Borough Council, Borough of Poole Council, Christchurch Council and part of Dorset County Council.

By identifying the wage of the middle earners, the median average is the best representation of the ‘typical’ gender difference. The median pay gap was -4.97% (-6.12% in 2022). This is a negative pay gap i.e. the median pay for females is slightly higher.  

By using our full earnings distribution, the mean average considers the low and high earners in the organisation.

We have a higher proportion of female employees and a higher proportion of female employees in all salary quartiles.

According to the Office for National Statistics (ONS), in 2023, the gap among full-time employees increased to 7.7%, up from 7.6% in 2022. This is still below the gap of 9% before the COVID-19 pandemic in 2019. 

Our mean gender pay gap is negligible at -0.35% (-0.2% in 2022). Our gender pay gap was significantly less than that the gender pay gap for the whole economy and is within our target of reducing to zero.

Since the formation of BCP Council, a comprehensive and thorough Pay & Reward programme has been commissioned that will introduce a reward solution for implementation, alongside a full review of terms and conditions, during FY23/24 and concluding in FY24/25. This will further address inequality within our organisation.

We are currently introducing a new Talent Strategy through our overarching People Strategy that will review how we attract, retain and develop our employees. This aims to make access to opportunities more equal and support a culture of equity, diversity and inclusion. Our most senior management levels have a majority of female employees at service director and corporate director levels.

You can also view information on our pay gap reporting on the GOV.UK website.