BCP Council is 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. Bournemouth Christchurch and Poole Council was formed on 1 April 2019, merging four preceding 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 -8.27%. (-6.04 in 2024). This is a negative pay gap i.e. the median pay for females is slightly higher.
By using the Council's full earnings distribution, the mean average considers the low and high earners in the organisation.
Comprehensive data analysis, including Equality Impact Assessments and workforce surveys, shows that women and other underrepresented groups in BCP Council tend to benefit most from pay changes, with female staff reporting greater satisfaction in leadership, pay, and inclusion compared to men.
BCP Council has a higher proportion of female employees and a higher proportion of female employees in all salary quartiles. We are proud that the majority of officers at service director level and above are female.
In 2025, the gap among full-time employees decreased to 6.9%, down from 7.0% in 2024. This is still below the gap of 9.0% before the coronavirus (COVID-19) pandemic in 2019.
BCP’s mean gender pay gap is -5.97% (-1.72% in 2024)
The gap is slightly wider in 2025, which is largely down to over 500 employees being absent from work due to sickness, maternity/paternity leave or unpaid leave at the time of the snapshot.
On 1 December 2025, after a comprehensive and thorough Pay & Reward programme, BCP Council will be implementing new terms & conditions which will introduce a reward solution. This will further address inequality within our organisation.
The Council’s pay and reward programme has been a significant driver of positive change. By moving to a unified grading system, it has reduced pay gaps and increased transparency across roles. Temporary pay protection measures were put in place to limit negative effects, especially for older male employees during the transition. Additionally, negotiations with unions have resulted in collective agreements designed to enhance fairness and equity for all staff.
Through our overarching People Strategy, we are reviewing 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 GOV.UK.