Workforce monitoring data
The annual workforce monitoring report provides a statistical data overview of Birmingham City Council staff, as required by the specific duties of the Equality Act 2010.
The 2019 to 2020 Equality in Employment Monitoring Report contains information on:
- Overall headcount
- Pay and grade
- Recruitment of staff
- Promotion
- Training
- Disciplines
- Grievances
- Leavers
- Dismissals
- Maternity
Gender Pay Gap Report
The new gender pay gap reporting obligations were introduced in 2017 alongside the existing requirements for specified public bodies.
It is a statutory requirement for all employers with 250 or more employees to publish various figures to demonstrate how large the gender pay gap is between their male and female employees.
There are 6 calculations that we are required to report on, our data snapshot date is 31 March 2024;
- The mean gender pay gap
- The median gender pay gap
- The mean bonus gender pay gap*
- The median bonus gender pay gap*
- The proportion of males and females receiving a bonus payment*
- The proportion of males and females in each quartile band
*This is not applicable to Birmingham City Council as there is no bonus scheme in place.
The regulations require all employers who meet the criteria to publish their data information on the website. Publishing of the data is required by 30 March 2024 for this report and by the 30 March after the snapshot date in subsequent years.
Highlights
We are pleased to report that our Gender Pay Gap for 2024 stands at 0.1%
This reflects:
- a reduction of 0.8 percentage points compared to 2023
- a total reduction of 8.9 percentage points since reporting began in 2018
Median gender pay gap
The median hourly pay gap is £0.01
- Male: £16.48
- Female: £16.47
Mean gender pay gap
The mean hourly pay gap is £0.49
- Male: £18.47
- Female: £17.98
Gender distribution by pay quartile
The proportion of male and female employees in each pay quartile is as follows:
| Measure | 2024 | 2023 |
|---|---|---|
| Median GPG - All | 0.1% | 0.9% |
| Mean GPG - All | 2.7% | 2.8% |
| Median bonus GPG | 0.0% | 0.0% |
| Mean bonus GPG | 0.0% | 0.0% |
| Proportion of men receiving a bonus | 0.0% | 0.0% |
| Proportion of women receiving a bonus | 0.0% | 0.0% |
| Pay quartile | Female (2024) | Male (2024) | Female (2023) | Male (2023) |
|---|---|---|---|---|
| Upper quartile | 57.4% | 42.6% | 57.0% | 43.0% |
| Upper middle quartile | 55.8% | 44.2% | 56.6% | 43.4% |
| Lower midle quartile | 55.7% | 44.3% | 56.2% | 43.8% |
| Lower quartile | 64.8% | 35.2% | 63.1% | 36.9% |
Areas for improvement
| Workforce composition | Female | Male |
|---|---|---|
| All | 58.4% | 42.6% |
| Full time | 47.7% | 52.3% |
| Part time | 81.6% | 18.4% |
We continue to see a consistent gender balance across most pay quartiles.
In 2024, the lower quartile shows the highest representation of female employees at 64.8%, followed by the upper quartile at 57.4%.
One contributing factor to the higher proportion of women in the lower quartile is the uptake of flexible working opportunities. Many females make use of these options to help balance work with external responsibilities. While we are proud to support flexible working for all employees, we continue to encourage our male colleagues to take advantage of these opportunities as well.
Further information
For more information read our Gender and Ethnicity Pay Gap Report 2024.
For previous gender and ethnicity pay gap reports read:
Page last updated: 10 April 2025