Malvern Hills District Council

Gender pay gap report – published 2025

Businesses have to publish information by law about how large the pay gap is between men and woman who work for them.

The regulations require employers with 250 or more employees at the “snapshot” date of 31 March each year to publish their gender pay gap. Malvern Hills District Council (MHDC) meets this threshold. Previously, when employee numbers have been below the threshold we have reported this information voluntarily, as part of our commitment to complying with the Public Sector Equality Duty and for openness and transparency. 

What we report on

Mean gender pay gap: This is the difference between the average hourly pay for men and women working full time for the council.

Median gender pay gap: This is the difference between the average hourly pay for men and women working full time for the council, but based on the median, which is the middle number in a set of figures.

Mean bonus gap: This is the difference between the average bonus paid to men and women working for the council.

Median bonus gap: The difference between the average bonus paid to men and women working for the council, but based on the median.

Bonus proportions: The amount of men and women working for the council who were paid a bonus.

Quartile pay bands: The amount of men and women working for the council but separated into different groups based on how much they are paid. These groups are known as lower, lower middle, upper middle and upper quartiles.

The figures are based on the actual number of staff working for the council, rather than on the average number of staff based on full time hours (full-time equivalent).

The gender pay gap and equal pay

The gender pay gap is different to equal pay. The gender pay gap is the difference between the average pay of men and women, regardless of their role of rank within the council. 

Equal pay is the difference between men and women who do the same jobs or work that has the same value. We use a nationally recognised job evaluation system to make sure we pay staff equally and to meet our responsibilities by law.

A positive gender pay gap show men are paid more than women.  A negative pay gap shows women are paid more than men.

As of 31 March 2025, 47.83% of the people working at MHDC were men and 52.17% women.

Gender pay gap

Our mean gender pay gap on 31 March 2025 was -3.73%

Our median gender pay gap on 31 March 2025 was 0.00%

Bonus pay gap

We do not pay bonuses or offer performance related pay.

Our bonus gap is 0%.

The number of men and women in each quartile of the pay structure as of 31 March 2025

• ·       Lower quartile: 68.75% men and 31.25% women
• ·       Lower middle quartile: 31.75% men and 68.25% women
• ·       Upper middle quartile: 46.03% men and 53.97% women
• ·       Upper quartile: 44.44% men and 55.56% women