Barnsley Council has reported a mean gender pay gap of -0.3% for 2025.
Its median gender pay gap was -3.9%, showing that, on average, female employees are paid slightly more than male employees. These figures are largely the same as last year, with changes in workforce composition and pay scale progression.
The council’s workforce comprises 68.5% women and 31.5% men, with a small increase in female employees since 2024.
The largest gender difference is in grades one to three, where 71.8% of employees are female. Representation of women in grades 12 to 17 and leadership has increased to 66.1% female and 32.1% male.
Ethnic minority employees earn 4.7% more than white employees on a median basis and make up 2.8% of the workforce.
Disabled employees earn 0.8% less than non-disabled employees on a median basis, with underrepresentation at higher grades and leadership level.
In order to reduce pay gaps and embed equality within its inclusive culture, the council has strengthened its approach to equality by improving how information is collected and reported, and reviewed job design and evaluation processes. It has also carried out targeted recruitment activity, and enhanced its wellbeing offering, which includes menopause assistance and tailored support for disabled and ethnic minority employees.
In the future, it will further improve data quality, encourage more employees to share their information, continue detailed equality analysis of pay and recruitment, and introduce mentoring to amplify the voices of employees from underrepresented groups.
Councillor Robert Frost, cabinet spokesperson for core services at Barnsley Council, said: “Our vision is for Barnsley to be the place of possibilities for all. That means being a fair, inclusive and transparent employer. This year’s report shows that while we continue to make progress, there is still more to do. By voluntarily reporting on ethnicity and disability pay gaps alongside gender, we’re strengthening our understanding of where inequalities exist and where we need to focus our efforts. Over the last year we’ve taken positive steps to improve support, progression and representation across the organisation, and we’re committed to building on this work.”
