Diversity and Inclusion Employment Monitoring Report 2025

The percentage of female staff is 73.9% and male staff 26.1%. These remain similar to the figures in last year's report, which were female 73.7% and male 26.3%.

47.5% of women and 24.0% of men work part-time.

Staff are also invited to self-describe their gender identity if they wish to. However, as the number of staff using this category is small, the figures are not reported ensuring confidentiality.

Total recruitment

Applications received were 62.1% female, 37.9% male, compared to 63.3% female and 36.7% male last year.

Appointments were 70.2% female, 29.8% male, compared to 73.0% female and 27.0% male last year.

The proportion of applicants not providing this data has decreased

Internal recruitment

Internal applications and appointments were in line with the makeup of the workforce

Leavers

Male staff accounted for 28.3% of leavers, higher than the headcount figure of 26.1%.

However, the resignation percentage for Male staff was lower (55.6%) compared to female staff (65.8%).

Dismissals accounted for 7.8% of male leavers, compared to 2.7% of female leavers

Remuneration and Gender Pay Gap

Female staff continue to be under-represented in the higher parts of the grading structure, however, the proportion of female staff that are in Grades N/O/Hay has risen from 59.0% in 2023 to 60.4% in 2024 and the female Grade L/M percentage has risen from 64.1% to 65.7%.

Female staff continue to be over-represented in the lowest pay grades (B/C): 90.1% of staff in this band are female compared to the female headcount figure of 73.9%.

Gender Pay Gap

The median and mean Gender Pay Gap percentages have reduced, the mean from 6.3% to 3.3%, the median from 2.4% to 1.4%. Both figures are the lowest they have been in the last 8 years. There has been an increase in female staff in the highest quartile from 66.1% to 67.9%.

The council is required to report details of its gender pay gap. For further details please refer to our Gender pay gap. The council's gender pay gap remains lower than the national gender pay gap and gender pay gap for the public sector.

Disciplinary and Grievance Cases

38.2% of all Disciplinaries involved male employees. Whilst this is a reduction from 52.1% last year, it is still above the workforce figures. Grievances were in line with the workforce figures.

Wiltshire Leadership Programme Attendance

Participation in the Wiltshire leadership programme was 69.6% female and 30.4% for male staff, i.e. a small amount higher for men than the overall workforce figures.