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Workforce Equality Information

Equality Act 2010 (Gender Pay Gap Information) Regulations 2017

Employers with 250 or more employees are required to analyse their workforce data to understand whether there is a gender pay gap under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, based on a ‘snapshot date’.

The Regulations require us to report on six pay gap reporting measures as follows: 

  • The mean (average) gender pay gap 
  • The median gender pay gap 
  • The mean (average) bonus gender pay gap 
  • The median bonus gender pay gap
  • The proportion of males receiving a bonus payment 
  • The proportion of females receiving a bonus payment 
  • The proportion of males and females in each quartile pay band

The report is published on the Here you will also be able to find historical reports. 

Workforce Equality Information and Analysis Reports

This document sets out the information required to comply with the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011,  regulation 9, collection of employment information. The purpose of gathering and reporting this information is to ensure our employment policies and practices are fair.

Under regulation 9, we have a duty to collect and publish by 31 March the following employment information for our workforce in respect of each protected characteristic.

The number of:

  • persons who have applied for employment with the listed authority (excluding persons already employed by the listed authority)
  • employees who have changed position within the listed authority, including the number who applied to change position and the number who were successful (or otherwise) in their application
  • employees who have applied for training and the number who were successful (or otherwise) in their application
  • employees who completed the training
  • employees who were or are involved in grievance procedures, whether as the accused or the accuser
  • employees who were or are the subject of disciplinary proceedings, and
  • employees who left the employment of the listed authority.

Regulations 9(1)(a) & (c) and (2)

We also have a duty to collect (and publish) information on the number of people we employ, broken down by:

  • job
  • grade (if there is a grade system)
  • pay
  • contract type (including but not limited to permanent and fixed-term contracts), and
  • working patterns (including but not limited to full time, part time and -other flexible arrangements).

Regulation 9(1)(b)

This information must also be broken down according to the number who are women and the number who are men.

Read our reports here.