The following tables set out a range of gender pay gap variables as required by the Gender Pay Gap Information Act 2021 (See Background Notes for relevant definitions).
| Snapshot Date | Reporting period - from | Reporting period - to |
|---|---|---|
| 21st June 2024 | 22nd June 2023 | 21st June 2024 |
CSO Headcount refers to the number of employees active on the snapshot date.
| Table 4.1: CSO Headcount, 21st June 2024 | ||||
| Headcount | Full-time Employees | Part-time Employees | Total Employees | of whom are temporary |
|---|---|---|---|---|
| Male | 477 | 8 | 485 | 14 |
| Female | 512 | 83 | 595 | 19 |
| Total | 989 | 91 | 1080 | 33 |
The mean gender pay gap is the difference between the mean hourly pay of male employees and that of female employees expressed as a percentage of the mean hourly pay of male employees.
| Table 4.2: CSO Mean Gender Pay Gap | |
| Mean Gender Pay Gap | |
|---|---|
| All Employees | 6.9% |
| Part-time Employees | 3.1% |
| Temporary Employees | 2.2% |
The median gender pay gap is the difference between the median hourly pay of male employees and that of female employees expressed as a percentage of the median hourly pay of male employees.
| Table 4.3: CSO Median Gender Pay Gap | |
| Median Gender Pay Gap | |
|---|---|
| All Employees | 3.6% |
| Part-time Employees | -14.6% |
| Temporary Employees | -8.2% |
Percentage of females and males when divided into four quartiles ordered from highest to lowest hourly pay. Each pay quartile represents 25% of the CSO’s workforce ranked by pay.
| Table 4.4: CSO Workforce and Pay Remuneration Quartiles | ||
| Quartile | Male | Female |
|---|---|---|
| Upper | 53.3% | 46.7% |
| Upper Middle | 39.6% | 60.4% |
| Lower Middle | 39.6% | 60.4% |
| Lower | 47.0% | 53.0% |
Percentage of male and of female employees who received Bonus Remuneration - Not applicable.
Percentage of male and of female employees who received Benefit in Kind - Not applicable.