Understanding Our Gap

Regression Analysis

To understand the underlying factors contributing to pay gaps within the CSO, a multiple regression analysis was conducted examining the influence of gender, grade, employment type (Full-time/Part-time), employment status (Permanent/Temporary), tenure in a specific sector and grade, and age on hourly pay rates. 

The analysis reveals that 86% of pay variation can be explained by these metrics, with grade serving as the dominant factor (explaining 73% of total pay variance). When all variables are considered together, grade structure emerges as the primary determinant of pay, while other organisational factors such as tenure in grade and in role, age and type of contract contribute less but are still statistically significant. 

Analysis of variance indicates that gender is explaining only 0.1% of pay variation with only a marginal significance (p=0.13), suggesting that there is no strong evidence of a gender pay gap after adjusting for other variables. Part-time employees earn approximately 7.2% more per hour than full-time employees (p<0.001). Temporary employees earn approximately 5.4% less than permanent staff (p=0.005). 

Grade Breakdown

Looking at the breakdown of the various CSO grades by gender, it is evident that there are more males than females in the grades of Principal Officer/Senior Statistician, Statistician, Assistant Principal and Services Officer. Conversely, there are more females than males in the grades of Higher Executive Officer, Executive Officer, Clerical Officer, and Survey Interviewer (See Figure 4.2). 

It is also important to note that the CSO has both an annual and a cyclical programme of work which requires hiring additional staff on a temporary basis which can impact the size and composition of the workforce on the Gender Pay Gap reporting snapshot date (See Table 4.1). 

Table 4.1: CSO Temporary Employees on Snapshot Date

Headcount		2022	2023	2024	2025
Non-field1 Employees	Male	41	11	4	12
	Female	36	14	8	14
	Total	77	25	12	26
Field2 Employees	Male	18	48	10	36
	Female	17	53	11	36
	Total	35	101	21	72
Total Temporary Employees	Male	59	59	14	48
	Female	53	67	19	50
	Total	112	126	33	98
Total Employees	Male	462	475	485	548
	Female	565	592	595	653
	Total	1027	1067	1080	1201
% Temporary Employees	Male	12.8%	12.4%	2.9%	8.8%
	Female	9.4%	11.3%	3.2%	7.7%
	Total	10.9%	11.8%	3.1%	8.2%

¹ Non-field are employees in grades of TCO, Graduate and Intern 
² Field are employees in grades of Survey Coordinator, Survey Interviewer and Tourist Enumerator 

Length of Time in the Grade

The analysis of permanent employee’s length of time in their current grade shows that males are longer in the majority of grades from Assistant Principal and above, Higher Executive Officer, and Service Officer. Specifically at the grades of Principal Officer/Senior Statistician and higher, this indicates that females are joining these grades more recently. Conversely, females are, on average, longer in the other grades of Statistician, Executive Officer, Clerical Officer and Survey Interviewer (See Figure 4.4). 

Analysis of Employees who availed of Part-time Working Arrangements

The majority of employees working part-time in the CSO are female and working in the grades of Clerical Officer and Executive Officer. There are less employees in the higher grades availing of part-time working. In this context, part-time employees include those who are working on a reduced weekly work schedule compared with their full-time comparator. It does not include full-time employees who availed of unpaid leave absences such as Parental Leave and Shorter Working Year Scheme during the reporting period (See Figures 4.5 and 4.6). 

Analysis of Employees who availed of Unpaid Leave

There are a variety of different unpaid leave schemes available to CSO employees. For this analysis, the focus is specifically on Shorter Working Year (SWY) leave and Parental Leave. In general, more females than males availed of these leave schemes (See Figures 4.7 and 4.9) and those that availed of it tend to be in the lower grades (See Figures 4.8 and 4.10). 

Analysis of Employees working in Technology Divisions

In an analysis of employees working in Technology in the CSO during the period 2022–2025, it was found that the majority of employees working in our Technology Divisions are male. As the overall number has increased, the proportion of male to female employees has also increased to a ratio of almost 4:1 in favour of males compared to almost 3:1 in 2022 (See Figure 4.11).