Birmingham City Council financial challenges - time to Reset

To find out more about the budget and section 114 notice visit our budget information page

Workforce monitoring data

The annual workforce monitoring report provides a statistical data overview of Birmingham City Council staff, as required by the specific duties of the Equality Act 2010.

The 2019 to 2020 Equality in Employment Monitoring Report contains information on:

  • Overall headcount
  • Pay and grade
  • Recruitment of staff
  • Promotion
  • Training
  • Disciplines
  • Grievances
  • Leavers
  • Dismissals
  • Maternity

Gender Pay Gap Report

The new gender pay gap reporting obligations were introduced in 2017 alongside the existing requirements for specified public bodies.

It is a statutory requirement for all employers with 250 or more employees to publish various figures to demonstrate how large the gender pay gap is between their male and female employees.

There are 6 calculations that we are required to report on, our data snapshot date is 31 March 2018;

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

*This is not applicable to Birmingham City Council as there is no bonus scheme in place.

The regulations require all employers who meet the criteria to publish their data information on the GOV.UK website. Publishing of the data is required by 30 March 2019 for this report and by the 30 March after the snapshot date in subsequent years.

View our Gender Pay Gap Report 2022 for more information.


How many men and women there are in each pay quartile:

The gender share for each pay quartiles
Lower lower middle Upper middle Upper
Male Female Male Female Male Female Male Female
25% 75% 33% 67% 43% 57% 41% 59%


Page last updated: 29 March 2023

rating button