Gender pay gap report 2025

​​ ​​​​Foreword

Foreword by Deputy Malcolm Ferey, Vice Chair of the States Employment Board.

As an organisation, we recognise that increasing transparency around pay is a vital step in understanding and addressing gender inequality. We are committed to contributing to Jersey’s broader move towards openness and evidence-based action on gender pay.

Our analysis follows the recommended reporting approach, aligned with the UK’s methodology, following best practise from the Chartered Institute Personnel and Development (CIPD). This report includes the calculation of mean and median hourly pay gaps, supported by data on:

• departments
• pay groups
• quartiles

By publishing this report, we aim to provide clarity and contribute meaningful data to Jersey’s developing landscape of pay transparency.

We understand the gender pay gaps stem from a range of structural and societal factors, including patterns of:

• career progression
• caring responsibilities
• occupation segregation

These challenges are reflected across Jersey’s labour market, and we recognise our responsibility to address the factors within our control.

We are committed not only to understanding our data, but to acting on it. Over the coming year, we will continue to strengthen internal policies, review barriers to progression, and ensure that our workplace practices support equity at every stage. We also intend to use the Gender Pay Gap reporting toolkit developed for Jersey employers to refine our long term action plan.

The current recruitment freeze has provided a critical opportunity to support our gender pay objectives. By pausing external recruitment, we can focus on:

• strengthening internal progression pathways
• reviewing job design
• ensuring fairness and transparency in acting‑up arrangements and development opportunities

These measures directly support our commitment to reducing the gender pay gap, by helping ensure women have equitable access to advancement during this period and beyond.

Reporting gender pay gaps

Overview​

Since 2019 the Government of Jersey has published gender pay gap data annually.

Figures provided in this report are based on a snapshot of data for 30 June 2025, with comparisons to previous years back to 2022 when an overhaul of the report was undertaken.

The gender pay gap shows the difference in the average pay between all males and females in a workforce, a higher number indicating a larger difference.

Median gender pay gap, the difference between the median hourly rate of pay of male full pay relevant employees and that of female full pay relevant employees.

Mean gender pay gap, the difference between the mean hourly rate of pay of male full pay relevant employees and that of female full pay relevant employees.

Quartile pay bands, the proportions of male and female full pay relevant employees in the lower (quartile 1), lower middle (quartile 2), upper middle (Quartile 3) and upper quartile (Quartile 4) pay bands.

Learning from pay gap data

Pay gap headlines tend to focus on the median figure. This ignores extremes and is therefore considered the most representative measure, but it’s important to report both mean and median. Each one tells us something different about the underlying causes of the pay gap, and each one can mask issues that another may highlight.

If there’s a big difference between an organisation’s mean and median pay gap, this tells us the dataset is skewed, either by the presence of very low earners (making the mean lower than the median) or by a group of very high earners (making the mean higher than the median).

Taking a ‘snapshot’ of this data on a set date, as currently required for gender pay gap reporting, creates a level playing field for all reporting organisations. This masks the fluidity of pay gaps, from month to month and across pay quartiles, depending on changes to headcount. 

If an organisation reports a pay gap, it does not mean people of different genders are paid differently for doing the same job. 

Equal pay

Equal pay looks at differences in pay for the same or similar work. It’s possible to have a pay gap and to pay people fairly, but it does show that, on average, people from some groups occupy higher paying roles than others.

The Government of Jersey and Non Ministerial Departments always pay equally for the same roles within a pay group, regardless of gender. The Government of Jersey has established reward structures for individual pay groups, with grades and pay or pay ranges for levels of work. Salaries are paid according to the grade of a job irrespective of gender. Outlined in the public sector pay scales.

Our gender pay gap data

Factors affecting our 2025 gender pay gaps

The Government of Jersey delivers a wide range of services and employs specialist roles with differing skillsets and pay levels. This results in a broad and varied salary distribution across the organisation.

Our workforce is predominantly female (64.3%). As a result, relatively small changes in the distribution of males across pay quartiles can have a disproportionate effect on overall gender pay gap measures, particularly median and mean hourly pay.

Figure 1: Percent of total workforce that were male or female on 30 June 2025​

​Table 1: Percent of total workforce that were male or female on 30 June 2025

In 2025, 241 members employees held 2 or more roles within the organisation. For example, a teacher also undertaking lunchtime supervisor duties. 

These employees were predominantly female (65.1% female, 34.9% male). Holding multiple roles, the secondary role often is a lower paid support positions. This can affect aggregated pay calculations and may lower the overall median and mean hourly pay figures for females.

The workforce profile also reflects occupational segregation, where certain roles have historically a higher proportion of one gender. This is evident in the following extract of the 2025 workforce composition:

• 89.9% of teaching assistants are female
• 80.9% of nurses and midwives are female
• 70.4% of teachers are female (excluding headteachers and deputy headteachers, where 63.5% are female)
• 97% of States of Jersey Fire and Rescue employees are male
• 80.7% of prison employees are male
• 68.2% of police employees (civilian and non-civilian) are male

Figure 2: Extract of greatest workforce composition difference 2025

Find more details in Appendix F.

These patterns influence the distribution of males and females across pay quartiles and therefore impact the overall gender pay gap figures.

Recent workforce changes

From August 2024, the Government introduced a targeted recruitment freeze aimed at nonessential, non-frontline, and more senior posts from Civil Service Grade 11 and above for at least 9 months. This was extended in March of 2025 to include roles at Grade 9 and above, and non clinical, non teaching, and non social worker posts.

At the same time, recruitment continued in frontline public services areas, adding nurses, teaching assistants, school support staff and social workers. These roles are on the lower end of the pay spectrum and predominantly female occupied which has contributed to the widening pay gap.

Tracking our progress

Since 2022, the number of females appointed to senior leaderships roles (Tier 1 and 2) has increased by 22.2%, rising from 14 total appointments in 2022, to 18 in 2025. This indicates positive progress in female representation at senior levels. Find more details in table 4.

While gender pay gap reporting is based on hourly rates of pay, it should be noted that a higher proportion of females work part-time compared with males. This reflects wider societal patterns, where females are more likely to undertake primary caring responsibilities. This factor contributes to the overall pay distribution and is considered when interpreting the gender pay gap figures.

Our 2025 data at a glance

In 2025 we see a median gender pay gap of 8.6% and a mean gender pay gap of 14.1%.

Figure 3: 2025 mean and median gender pay gaps​

When comparing average median hourly wages to previous years, we see that females received 92.2 pence for every £1 that males received in 2025, compared to:

• 90.6 pence in 2024
• 88.9 pence in 2023
• 86.9 pence in 2022

​Figure 4: Median gender pay gap 2022 to 2025

When comparing average mean hourly wages to previous years, we see that females received 87.7 pence for every £1 that males received in 2025, compared to:

• 87.3 pence in 2024
• 87.2 pence in 2023
• 87.7pence in 2022
  

Figure 5: Mean gender pay gap 2022 to 2025

Looking behind the headline figures

Our workforce

We collected our gender pay gap data on the snapshot date of 30 June 2025. 

At this time there were 8,461 people within our workforce. Of those, 5,438 (64.3 %) were female and 3,024 (35.7%) were male. This gender split of staff has been consistent since 2022, changing by 1.1% more female staff in this time.

Figure 6: 2025 total workforce

Figure 7: Total workforce composition 2022 to 2025

Find details of staff figures in Table 1.

Our pay quartiles

Each pay quartile represents a quarter (25%) of roles in our total workforce, ranked by hourly pay rates.

Quartile 1 has the largest proportion of female staff (74%), while quartile 4 has the smallest (58%), though due to the Governments staffing compositions all quartiles are over 50% female.

Figure 8: Workforce gender composition by quartile​

Note: Data for all years (2022 to 2025) is shown in Appendix A.

Our median gender pay gap​

To calculate our median gender pay gap, we first rank all our people by their hourly pay. Then we compare what the female in the middle of the female pay range received with what the male in the middle of the male pay range received. The difference between these figures is the median gender pay gap.

The difference in our median pay for females and males

Figure 9: Median pay

Table 2: Median hourly pay 2022 to 2025

The median hourly gender pay gap in 2025 was 8.6%, a reduction of nearly 2% on 2024, and nearly half the pay gap of 2022 (15.0%).

Alongside the Government of Jesey being predominantly female, females are more likely to work part-time or reduced-hours roles, including term-time and support roles, while males are more likely to occupy full-time senior or specialist posts. These factors impact the Gender pay gap results.

Note: median pay gaps, by year and by quartile, are shown in Appendix B.

Our mean gender pay gap

To calculate the mean pay gap, we add together all the hourly pay rates that females received, divided by the number of females in our workforce. We then repeat this calculation for males.

The difference between these figures is the mean gender pay gap.

The difference in our mean pay for females and males

Figure 10: Mean pay

Table 3: Mean hourly pay 2022 to 2025

In 2025 the mean pay for females was 14.1% less per hour than the mean pay for males. Meaning that for every £1 the mean male received, the mean female received 87.7 pence.

After seeing an increase of 0.5% in 2023, we have now returned to the 2022 level of 14.1%, narrowing by 0.4% compared to 2024 (14.5%).

Mean pay figures are more sensitive to higher earners which are frequently male. Differences in contracted hours and the prevalence of part-time working among females therefore amplify the annual gender pay gap when using mean measures.

Note: Mean pay gaps, by year and by quartile, are shown in Appendix C.

Comparing median and mean gender pay gaps

The median and mean gender pay gaps provide different but complementary perspectives on pay distribution. With the median often used as a headline stat as it is less impacted by the small number of people on higher salaries than the mean.

Since 2022, the median gender pay gap by hourly rate has reduced steadily, falling from 15.0% to 8.6% in 2025. This indicates progress in narrowing the gap at the middle of the pay distribution and reflects changes in workforce composition, and improved female representation across a wider range of roles.

Over the same period, the mean gender pay gap has remained relatively stable at 14%, +1%. This suggests that a small number of higher-paid roles, which continue to be disproportionately occupied by males, have a greater influence on average pay outcomes.

As a result, the difference between the median and mean gender pay gaps has widened over time. Highlighting that due to roles that were not subject to the hiring freeze, Government has recruited many new staff into lower salary positions who are mostly female, widening the gender pay gap.

Figure 11: Our median and mean gender pay gaps since 2022​

Gender pay gap by department

The Government of Jersey employs staff across a wide variety of roles from police officers, nurses, to accountants and sewage maintenance staff. The below charts give data on all departments, be advised that in smaller departments, such as Department for External Relations, a small number of staff can have a disproportionate effect on gender pay gap calculations.

Figure 12: 2025 department composition

Female roles tend to be concentrated in certain industries and so in certain departments. We see that Children, Young People, Education and Skills and Health and Care Jersey account for nearly half of the total Government staff count (48.9%, or 4,146 out of 8,475). These departments between them, employ 76.1% of the female staff in Government.

Figure 13: 2025 Department pay gap

Of note, Digital Services (-6.1%), Infrastructure and Environment (-11.2%), and People Services (-4.8%) all have negative median hourly pay gaps, meaning the female in the middle gets paid more than the male in the middle. 

Note: Details on departments is shown in Appendix E.

Gender pay gap by pay group

The Government of Jersey employs a wide variety of staff to fulfil a range of services and roles. The below charts outline the composition on pay groups by gender and their pay gaps.

Where a pay group has fewer than 5 members of staff of one or both genders, we have redacted this information so that individual salaries are not identifiable.

Figure 14: 2025 hourly pay gender pay gap by pay group​

Within the chart below we see that Trainee and Junior Doctors, Police, Prison and Teachers all maintain a 0% pay gap, with Nurses and Midwives (0.6%), and Personal Contract Holders (0.6%) being within 1% difference of median male and female hourly pay.

Figure 15: Pay group median pay gap

Note on the table above:

• civil servants include roles ranging widely from, for example, Occupational Therapists, Biomedical Scientists and Social Workers to Waste Engineers, Customer Services Advisors and Policy Officers
• Doctors and Consultants and Trainee and Junior Doctors were previously reported on as 1 pay group. Trainee and Junior Doctors include grades F1, F2, ST1, ST2 and ST3

Doctors and Consultants pay scales 

Addressing our gender pay differences

What we’re doing to address the gender pay gap

The Government of Jersey is taking steps to address the gender pay gap.

Structured and transparent pay grades and scales are in place, alongside increased flexibility, particularly for employees with carer responsibilities as part of the flexible working policy​.

Codes of Practice and Employees Rights at Work 

In 2023, the States Employment Board (SEB) issued Codes of Practice, which includes the code of practice for Employees Rights at Work, to all employees of the Board, being in public service of the States of Jersey.

Public servants are those engaged on behalf of the SEB including employees, agency, and interim workers, directly contracted individuals and office holders engaged directly on behalf of the SEB as defined by the Employment of States of Jersey Employees (Law) 2005.

Find the full States of Jersey Codes of Practice, which set out the objectives, operational statement and code particulars.

The 6 codes of practice are: 

• standards in Public Service 
• employee rights at work 
• performance and accountability 
• reward and benefits
• engagement 
• talent development

Equal opportunities

The Public Service is fully committed to equal opportunities. The Equality and Diversity po​licy​ is to ensure that all candidates and employees receive equal treatment regardless of gender, age, disability, race, religion or social circumstances, subject to the constraints of current immigration and housing rules.

Equality and Diversity policy

Female representation in senior roles

There are 46 members of staff at Tier 1 and 2. This represents the most senior positions within government except for the Chief Executive Officer who is classed as Tier 0. Tier 1 consists of Chief officers, while Tier 2 is staff reporting into Chief officers.

Historically, senior roles within the Government of Jersey have been predominantly held by males. In 2025 we see growth in female representation across both Tier 1 and Tier 2, as both groups consist of small numbers they are disproportionately impacted by individual changes.

Alongside the increase in female representation, at Tier 2 we see a negative median pay gap of -7%, meaning the female in the middle is earning more than the middle male, compared to the previously positive pay gap of 2.5% in 2024.

The composition of our senior employees is shown below, split by Tier 1 and Tier 2. The mean pay gap has increased in Tier one and decreased in Tier 2 since 2022, across both mean and median.

Tier 1 and 2 gender split and gender pay gap

Table 4: Tier 1 and 2 2025 Data

Table 5: Tier 1 and 2, 2024 data

To support continued progress, the Government established the ‘Inspiring Women Into Leadership and Learning network’ (IWILL).

IWILL aims to increase the female representation in leadership by supporting career development and providing opportunities for networking and collaboration across the organisation.

Next steps​

The above actions indicate the significant effort which is being made to address the gender pay gap. This will continue in the form of an overall action plan built into departments work force plans, where progress can continue to be reported on. 

We will track gender patterns in recruitment, promotion, acting-up, turnover, and flexible working. We will map the progression routes for key professions. By introducing Enterprise-Wide Leadership programmes, we will be able to review underrepresented groups in senior roles.

Appendices

Appendix A: methodology

Data processing notes

The gender pay gap reports for 2019 and 2020 were based on hourly pay of staff. From 2021 onwards we have moved to follow the UK government advice and report on ordinary hourly pay. This pay includes basic pay along with standby, shift payments and any supplements. It does not include pay associated with overtime. Bonuses are not provided and are therefore not included.

Data is reported from June to June and differs from the Annual Reports and Accounts, which are reported from December to December.

The following data is excluded (in line with UK reporting):

• employees who started or ended employment during the month of June
• employees on reduced pay for parental leave
• employees on career breaks or prolonged period of unpaid leave
• employees on zero pay due to long term sick leave

Where data has been redacted within the report, this is to ensure employees individual salaries are not identifiable.

Some information will count employees more than once, where they fall into more than one salary bracket for their FTE and salary, or where they work for more than one department. Both median and mean ordinary hourly pay has been calculated. The same calculations applied to teachers has been applied for headteachers hourly pay.

Appendix B: numbers and percentages of our people, by year and by quartile

The overall proportions of males and females across pay quartiles has changed very little this year compared to 2024, except for a 4% increase in males at Quartile 4.

Table 6: Total workforce count quartiles

Appendix C: our median gender pay gaps, by year and by quartile

The Median pay gap for quartiles 1 and 2 has remained within 1%, while Quartile 3 has remained a negative figure, indicating higher female hourly median pay. However, we see that Quartile 4 has increased to an almost 10% median pay gap. This suggests more female staff sit at the top of Quartile 3, hence the negative pay gap. And more female staff sit at the bottom of Quartile 4, hence the positive pay gap.

Table 7: Median quartiles

Appendix D: our mean gender hourly pay gaps, by year and by quartile

The upper pay (quartile 4) quartile continues to contribute most significantly to our mean gender pay gap. The trends described in Appendix C are seen more clearly in the below table. As more female staff are at the top end of quartile 3 the pay gap turns negative, where they then enter quartile 4 they will bring that quartiles mean down for female staff.

Table 8: Mean quartiles

Appendix E: department

Across departments we see substantial differences in all metrics. As each department has a different staff composition, we see the gender pay gap ranges from -11.2% to 22.4%, excluding Department for External Relations. Small departments, such as Department for External relations have a small number of staff which can have a disproportionate effect on the gender pay gap calculation.

Table 9: 2025 Department data

Appendix F: pay groups​

There are 6 of the 14 pay groups which have a median pay gap within 1% of 0.

Note: where staff figures are fewer than 5 we have redacted these so that individual salaries are not identifiable.

Check the comment in the methodology appendix for context on why totals of Table 10 do not match the overall workforce total.

Table 10: Pay group data