As a large employer, we must publish and report specific figures about our gender pay gap.
This includes:
- mean gender pay gap in hourly pay
- median gender pay gap in hourly pay
- proportion of males and females in each pay quartile
We don't have a bonus pay scheme, therefore there is no gender pay gap in terms of bonus pay.
Our approach to pay
We're confident that men and women are paid equally for doing equivalent jobs across our organisation.
Our aim on matters of remuneration is to have in place an approach that enables us to:
- recruit and retain people with the skills and expertise to deliver high quality services to the citizens of Sheffield City Council
- manage employee remuneration in a manner that is fair, transparent and reasonable
- take account of national and regional pay policy and market trends in the context of local government
- have a framework for managing the range of pay across our workforce, this is known as pay ratios
- have simple uniform packages across all employment groups and to manage pay matters within national guidelines and agreements
- protect and remunerate low paid employees at appropriate levels and this includes the our commitment to the Living Wage
- protect jobs and services for as long as reasonably possible and this includes a prudent, affordable and fair approach to pay
Breakdown of employees by gender
- 39.80% of our employees are male
- 60.20% of our employees are female
Overall gender pay gap
- women's median hourly rate is 0.28% lower than men’s
- women's mean hourly rate is better than men’s hourly rate by 1.71%
Year on year quartile change
Ideally, each quartile would have an equal 25% gender split. However, due to how quartiles are structured and the existing gender ratio, achieving this perfect balance isn’t always possible.
There has been a steady increase in female representation, with the percentage of women in the middle two quartiles rising by 1.10% to 49.19%.
Female representation in the upper quartile has seen a slight but steady increase, moving from 26.46% in 2023 to 26.52% this year. This suggests that more women are advancing into higher-paid roles, although progress remains gradual.
Lower quartile
- male 26.07%
- female 24.28%
Lower middle quartile
- male 23.39%
- female 26.06%
Upper middle quartile
- male 27.84%
- female 23.13%
Upper quartile
- male 22.69%
- female 26.52%
Next steps
We have a series of next steps we want to take:
- we'll continue to review key employee data, benchmark externally, and
refine our internal practices to establish a best practice insight capture
workstream - we'll incorporate these measures into our strategic direction from a
People, Engagement, Inclusion, and Wellbeing perspective - our latest report will be circulated across our Employee Hubs, inviting comments as part of our wider engagement and inclusion approach