Gender Pay Gap Calculations & Results

The following tables set out a range of gender pay gap variables as required by the Gender Pay Gap Information Act 2021.

Employee Details

The CSO Headcount refers to the number of employees active on the gender pay gap reporting snapshot date. The number of employees in the CSO has increased annually since 2022 to a just over 1,200 staff in 2025, of which 54.4% were women. The number of part-time employees has decreased over this period, with the proportion of workers working part-time decreasing from 9.8% in 2022 to 7.7% in 2025 (See Table 3.1). The number of male part-time employees remains particularly low, with just seven men (1.3% of male workers) working part-time on the snapshot date in 2025. These low numbers mean that the gender pay gap can be particularly volatile for part-time workers. In contrast, 85 women were working part-time, representing 13.0% of the female workforce. 

Due to the cyclical nature of the CSO’s work, particularly in relation to Census and other household surveys, the number of temporary workers varies from year to year. In 2022 and 2023, the numbers of temporary staff were quite high, comprising 10.9% and 11.8% of the workforce, respectively. This proportion dropped to 3.1% in 2024, before increasing again to 8.2% in 2025 (See Table 3.1). 

CSO Mean Gender Pay Gap

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. In 2025, the mean gender pay gap for all employees was 3.5%. This is a significant reduction on the 2024 figure of 6.9% and follows the general downward trend since 2022 (See Table 3.2). The mean gender pay gap for part-time employees decreased significantly to -33.1% in 2025. However, this figure is noted to be particularly changeable year-on-year due to the low numbers of male part-time employees (See Tables 3.1 and 3.2). In 2025, the mean gender pay gap for temporary employees dropped below 0 for the first time (-2.0%), indicating that female temporary workers had a higher mean hourly rate compared with male temporary employees. 

CSO Median Gender Pay Gap

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. The median gender pay gap dropped from 3.6% in 2024 to -1.7% in 2025. This means that, for the first time, the median hourly rate of pay for women is higher than that of men. This, viewed in conjunction with the moderately positive mean gender pay gap of 3.5%, suggests the CSO is approaching gender parity across most grades, with some higher-paid male earners keeping the mean hourly pay slightly higher for men. 

CSO Workforce and Pay Remuneration Quartiles

This analysis of pay renumeration quartiles highlights the gender distribution within each quartile when average hourly pay is ordered from highest to lowest. Each pay quartile represents 25% of the CSO’s workforce ranked by pay. Across the CSO, 54.4% of staff are female (See Table 3.1). Pay renumeration quartile analysis suggests that women are still slightly underrepresented in the upper quartile (50.0%). Women are overrepresented in the upper middle and lower middle quartiles (60.0% and 55.7% respectively), while again slightly underrepresented in the lower quartile (51.8%). 

Benefit in Kind and Bonus Remuneration

Percentage of male and of female employees who received Benefit in Kind. 

Percentage of male and of female employees who received Bonus Remuneration - Not applicable.