Gender pay gap report 2024

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​​​​​​​​​​​​​​​​​​​​​​​​​Introduction

The Government of Jersey has committed to publish the gender pay gap data since 2019. Figures provided are based on a snapshot of data for 30 June 2024, with comparisons from 30 June 2023, and are representative of hourly rates of pay.

​The gender pay gap shows the difference in the average pay between all men and women in a workforce. If a workforce has a particularly​ high gender pay gap, this indicates the need to explore and address issues.

Wh​at is a gender p​​ay gap?

A gender pay gap shows the difference in the average gross hourly earnings between all men and women in a workforce. It is a measure of workplace disadvantage in terms of a comparison between male and female average hourly rates of pay.

The gap is measured as:

• a positive measure, if for example, a gap exists of 12%, this indicates that females earn on average, less per hour than their male counterparts
  
• a negative measure, for example, -5% indicates that females earn more than their male counterparts. This may be evident in areas where there are typically higher paid female employees, or a higher volume of male employees paid at a lower rate​​
  

Equal Pay

The gender pay gap is different to equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs, or work of equal value.

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. 

You can find the current pay scales published on Public sector pay scales.​

What is the gender pay gap for 2024?

The gender pay gap for States of Jersey (Government of Jersey and Non-Ministerial Departments) is:

Table 1: States of Jersey gender pay gap

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Table 2: Staff data included in the gender pay gap calculations

Both the median and the mean hourly pay gap have decreased since 2023, by 2.2 percentage points and 0.1 percentage points respectively.

Note: The total number of employees included in the analysis will differ from the actual headcount of employees for the period, due to exclusions as outlined in the metho​dology.​

Underlying causes of ​the gender pay gap​

The workforce profile represents some roles which traditionally employed and attracted one gender more than another and this is evident as follows (for 2024):

• 90% of teaching assistants are female
• 82% of nurses and midwives are female​​
  
• 70% of teachers are female (excluding headteachers and deputy headteachers, where just over 62% are female)
• 97% of States of Jersey Fire and​ Rescue employees are male
• 81% of prison employees are male
• 67% of police (civilian and non-civilian) employees are male
• 66% of manual workers are male

The States Employment Board has acted to understand some of the underlying causes since 2020.

The number of females appointed to senior roles has increased year on year since 2021 (in Tier 1 and Tier 2 roles) which is indicative of the positive shift in the appointment of females at senior level.

Although the data is based on hourly rates of pay, the higher volume of female employees in part-time roles compared to males is indicative of the known issue that many females are typically the main carers and reduce their working hours to accommodate, in comparison to males.

What the Government of Jersey is 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 pare of the flexible working policy.

Codes of Practice and Employee Righ​​​ts 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.

The full Codes of Practice, which set out the Objectives, Operational Statement, and Code particulars​ are available here: States of Jersey Codes of Practice.

The six 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 policy 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.

The Jersey Public Service is committed to supporting candidates with special employment needs or barriers to employment. 'Barriers to employment' is a broad term used to describe a range of circumstances, and may include:

• people who have been out of work long term and are in need of re-skilling
• people with disabilities or illnesses (these may be major or minor, short or long term)
• people with learning difficulties
• ex-offenders (subject to the nature of offences and role applied for)
• existing employees recovering from illness or injury

The aim is to focus on the person's ability to achieve the role's objectives. Any barriers to employment that a candidate may have, will always be taken into consideration, and support in demonstrating their abilities during the recruitment process will be arranged.

​Under our Guaranteed Interview Scheme, all candidates with a disability, who meet the essential criteria for the role, will be shortlisted for interview. The essential criteria for the job are the key skills (as indicated on the applicable advertisement), knowledge and experience required to perform the role.

Female representation​ in senior roles​

Historically, senior roles within Government were typically staffed by males. However, since 2021, the SEB has increased the number of females appointed to senior roles (in Tier 1 and Tier 2). The total number of females in Tier 1 and 2 has increased from 11 in 2021 to 14 in 2022, to 16 in 2023, to 18 in 2024. Compared to 30 males in 2021 rising to 35 in 2022, decreasing to 33 in 2023 and to 32 in 2024. This is indicative of the positive shift in the appointment of females at a senior level.

To further build on this positive shift, the Government has also developed the 'Women Into Leadership and Learning network' (IWILL). The IWILL initiative works to increase the number of women in senior leadership positions within the Government, and to develop opportunities for women to connect and network across the organisation. It aims to support women in their careers and professional development, recognising the skills and talent of women and their impact across the Government. In 2024, the membership of the IWILL network grew even further, with over 7% of all Government of Jersey female employees now being part of this network.

The composition of our senior employees is shown below, split by Tier 1 and Tier 2. Our Chief Executive Officer is classed as Tier 0. The mean pay gap has decreased for both Tier 1 and 2, with the median pay gap decreasing for Tier 1, but increasing for Tier 2.

Tier 1 and 2 gender split and gender pay gap

Table 3: Tier 1 and 2 2024 Data

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Table 4: Tier 1 and 2 2023 Data

Pay transparency

Transparency​​ of pay and reward provides information to help assess how pay is allocated. This prompts a review and assessment of any contributing factors towards the gender pay gap. To ensure transparency, the States of Jersey annual report publishes a remuneration and staff report in which salaries and allowances of the Executive Leadership team is published. 

The 2024 report is due to be published in spring 2025.

2023 Annual Reports and Accounts

Reward a​​nd benefits

The SEB has the following principles for Reward:

• equal pay for equal work
• market sensitivity
• total reward approach
• flexibility
• performance and recognition
• affordability and sustainability
• socially responsible

Talent Development

​The SEB expect standards to be in place for public servants in respect of talent development across the Public Service. The Board requires public servants to:

• hold professional learning and development discussions as part of regular supervision and within the performance management system
• ensure the diversity of public servants by offering an inclusive approach with different learning provisions that meet diverse learning styles, backgrounds and needs of the individual
• work together to build a view of the future of work for our people and our Island and deliver a plan to get there
• have a focus on internal succession planning and attracting more Islanders into roles within the public service

Diversity, Equity, and Inclusion Strategy (DEI)

The diversity, equity, and inclusion strategy, approved early 2022, includes a governance and delivery framework. Considerable effort has been invested into developing this strategy, with the primary focus being on creating and developing an inclusive environment and working practices where individuals can be themselves, be supported at work, fulfil their potential, and feel that they belong.

Since launching our Diversity, Equity and Inclusion Strategy, as part of our 'Your Experience' commitment in the People Strategy, our employee-led networks continue to go from strength to strength and have grown by a further 400 members during 2024.

The networks set their agenda, topics and are supported by the States Employment Board to challenge us in our thinking, understanding and actions. The networks are hugely valuable in engaging directly with employees with different perspectives, lived experiences and a better understanding of the needs of different people. Over 1,800 employees have been involved in DEI network activities. Our current networks in a snapshot are:

• LGBTQ+
• Neurodiversity network
• IWILL
• Disability network
• Heads Up network
• Menopause cafe
• REACH
• DEI network

Family Friendly Employer​

Flexible working

A flexible working (flex positive) was launched within Government of Jersey during 2021. The aim of this programme was to increase the commitment to flexible working across Government, and to be recognised as a "flexible" employer. Several pilots were set up within departments, which provided the opportunity to trial alternative methods to flexible working, with a follow up survey to determine effectiveness. These were supported independently by a leading recognised flexible working organisation (Timewise).

Following the success of 'Flex Positive', the Flexible Working policy was revised and re-launched in September 2023 and forms part of the code of practice for Employees Rights at Work​.

The flexible working policy allows for informal requests for flexible working to be made to respond to short term situations, but also includes the right to request a change to working arrangements on a formal basis from the first day of employment. The revised policy includes toolkits to guide managers on how to consider and implement flexible working requests and applies a reason neutral approach. Espresso sessions have been available to line managers since 2022, which provide training and guidance on how to consider flexible working requests fairly and objectively.

​Strategic workforce planning

The Government of Jersey has made considerable progress in introducing strategic workforce plans within departments. Through this process, departments completed an analysis of their workforce data to include gender and pay data. Diversity risk areas were then identified and opportunities for improvement to be implemented.

​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 people plans, where progress can continue to be reported on.

Methodology

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.

What defines ordinary pay?

Ordinary pay includes basic pay along with standby, shift payments and any supplements. It does not include pay associated with overtime.

Table 5: payments and supplements included and counted as ordinary pay

Gender pa​y gap data

The data for the states of Jersey gender pay gap is based on information at 30 June 2024. Data for 30 June 2023 has been included for ease of comparison. 

Previous gender pay gap reports

The metrics shown include:

• data for all direct employees of the States of Jersey, including those on permanent and fixed term contracts
• difference in the mean (average) pay of the hourly rate of men and women​ expressed as a percentage
• difference in the median (middle) pay of the hourly rate of men and women expressed as a percentage
• difference in mean and median hourly rate of men and women in tier 1 and tier 2 senior leadership roles and for the remaining organisation by department
• number and percentage of workforce who are male or female
• percentage of workforce who are male or female at each salary band
• gender comparison by departments and pay groups
• gender comparison for the whole workforce split into 4 quartiles, where quartile 1 is the percentage workforce on the lowest 25% hourly rate and quartile 4 is the percentage of the workforce on the highest 35% hourly rate
  

Profile of the States of Jersey workforce

The States of Jersey workforce is diverse and covers multiple public sector organisations, including the Government of Jersey and Non-Ministerial departments. Together, the Government of Jersey delivers a wide range of central and local government, legal and parliamentary functions, and services. They also employ a diverse range of employment groups and professions, spanning a wide array of strategic and delivery activities.

Some of these professions or employment groups have traditionally employed and attracted one gender more than another. For example, teachers and nurses are predominantly female, while manual workers and those working in uniformed services (like the Police and Fire and Rescue Service) are predominantly male.

Although the data is based on hourly rates of pay, the higher volume of female employees in part-time roles compared to males is indicative of the known issue that many females are typically the main carers and reduce their working hours to accommodate, in comparison to males.

Departmental Part-time data

The gender pay gap is based on hourly rates of pay; however, table 6 below shows the percentage of males and females who worked part-time in 2024, and table 7 for 2023. Any employee working less than 1 full time equivalent (FTE) across all roles held in any department, is counted as part-time.

Table 6: 2024 percentage females and males working part-time by department

Table 7: 2023 percentage females and males working part-time by department

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Gender Split by Salary Band

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2024 saw 43.7% of females and 34.6% of males earning less than £50,000. In 2023, 51.6% of female employees earned less than £50,000 in contrast to 41.5% male employees.

Table 8: 2024 percentage proportion of females and males at each salary bracket

Table 9: 2023 percentage proportion of females and males at each salary bracket

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​ Fair pay disclosure​​

The following table provides details of pay ratios and multiples. The median remuneration is a form of average, representing the individual where 50% of employees earned more and 50% earned less. This is the mid-point of remuneration. The calculations are based on a full-time equivalent annual salary (including benefits, but not including pension contributions by the employer). This represents all employees on a permanent, temporary or fixed-term contract, but not including those on zero-hour contracts. The percentage increase in the highest salary from 2023 to 2024 was 7.4%.

Table 10: 2024 and 2023 Fair Pay Disclosure

Comparison with other sectors is provided in the Jersey Earning Statistics and Gender Pay Gap report published in February 2024 (for June 2023) by Statistics Jersey. This includes the real-term change from June 2016 to June 2023 for each sector. The largest decrease seen was in the public sector, which saw a 15% real term decrease from June 2016 to June 2023.

Headcount by Gender and Salary Quartile​

The proportion of females and males in each quartile has a considerable effect on the median over both years, 73% of employees in the lower quartile are female, compared to only 27% of males.

Table 11: 2024 salary quartile gen​der split

Table 12: 2023 salary quartile gender split

Gender Pay Gap by Department

Table 13: 2024 ​gender pay gap by department

Table 14: 2023​ gender pay gap by department

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Obs​​ervations

• the highest gender pay gap is in Children, Young People, Education and Skills (CYPES), which is also the largest department by headcount, and where the proportion of females in lower paid roles is higher. However, the gender pay gap for this department has significantly decreased since 2022 and decreased by a further 0.2 percentage points in 2024
• the next biggest department by headcount is Health and Community Services (HCS) where the gender pay gap has increased from 0.9% to 1.5% from 2023 to 2024
  
• Customer and Local Services saw a large increase of their overall gender pay gap in 2024, by 6 percentage points. However, within the respective pay groups of the department, manual workers saw a decrease of 6.4 percentage points and civil servants remained at 8.7% since 2023
  
• Infrastructure and Environment has gone from -4.8% to -7.7%. This represents an increase in female employees paid at a higher rate than their male counterparts. The gap is also indicative of the higher volume of male employees within manual worker roles who are paid at a lower rate
  
• Justice and Home Affairs has seen an increase from -1.5% in 2023, which indicates that females earned more than their male counterparts, to 2.9% in 2024, indicating that male employees now earn more than female employees.
• Chief Operating Office, Non-Ministerial Departments, Strategic Policy, Planning and Performance, and Treasury and Exchequer have all seen a decrease in their gender pay gap in 2024
  
• The Office of the Chief Executive remained at 15% for the third year
  

Gender Pay Ga​p by Pay Group

Table 15: 2024 gen​​der pay gap by pay group

Note: Doctors and Consultants and Trainee and Junior Doctors were previously reported on as one pay group. Trainee and Junior Doctors include grades F1, F2, ST1, ST2 and ST3. 

Doctors and Consultants pay scales

Table 16: 202​​3 gender pay gap by pay group

Note: Doctors and Consultants and Trainee and Junior Doctors were previously reported on as one pay group. Trainee and Junior Doctors include grades F1, F2, ST1, ST2 and ST3. 

Doctors and Consultants pay scales

Observat​​ion​​​​s

• whilst the overall gap has reduced, there are still significant gender pay gaps within pay groups. For the first time, Doctors and Consultants have been split into two groups: showing Trainee and Junior Doctors separately from those in practice. 2023 figures have been re-stated above. There are still significant pay gaps in both groups
  
• there has been a 9 percent point increase in the pay gap for Manual Workers in 2024. This can be attributed to a larger proportion of female staff appointed in entry level roles in Children, Young People, Education and Skills. The pay gap for this pay group within CYPES significantly increased in 2024
  
• Police Officers have consistently retained a zero gender pay gap during 2022, 2023 and 2024
  
• Teaching Assistants, WFM Groups and Prison have all seen a reduction in the gender pay gap in 2024
  

Anne​​​x​

Measures of the g​ende​​​r pay gap

Previous Gender Pay Gap Reports:

2023, 2022 and 2021

2020 Gen​der Pay Gap Report

2019 Gender Pay Gap Report

Departmental repo​rts​​

The following illustrate the gender pay gap for each department, including the gender split across all pay bands.

Chief Operating Offic​e (COO)​

The overall gender pay gap in COO decreased by 3.5 percentage points in 2024.

Table 17: COO Breakdown b​​y Pay Group

Table 18: COO 2023 Breakd​own by Pay Group

Table 19: 2024 and 2023 G​ender Split by Pay Band

Children, Young​ Pe​​ople, Education and Skills (CYPES)​

CYPES saw a marginal decrease of 0.2 percentage points in the overall department gender pay gap in 2024. Civil Servants and Heads and​ Deputies remained the same, with Teachers, Teaching Assistants and WFM Groups showing marginal changes since the last period. The gender pay gap for Manual Workers, however, increased substantially. This can be attributed to the appointment of additional female employees in entry level manual worker positions in 2024.

Table 20: CYPES 20​24 Breakdown by Pay Group

Table 21: CYPES 2023 Break​down by Pay Group

Table 22: 2024 and 2023 ​​​CYPES Gender Split by Pay Band

​​​Customer and Local Services (CLS)

CLS saw an increase of 6 percentage points in the gender pay gap in 2024. This can be attributed to a very small number of new female appointments in lower graded roles.

Table 23: CLS 2024 Breakd​​​​own by Pay Group

Table 24: CLS 2023 Breakdown by ​​Pay Group

Table 25: 2024 ​​and 2023 CLS​ Gender Split by Pay Band

Department of External Relatio​​​ns (DoER)

Due to low employee numbers, we are unable to disclose any gender pay gap by pay group. Many DoER employees are employed by Channel Islands Governmental Services Company (London) Limited and their pay is not processed through the Government of Jersey payroll.

Department for the Economy (Df​tE)​

Table 26: DftE 2024 Breakdown ​by Pay Group

Table 27: DftE 2023 Break​​down by Pay Group

Table 2​8: 2024 and 2023 DftE Gender Split by Pay Band

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Health and Community Services​​ (HCS)

​Whilst the overall gender pay gap for HCS has increased 0.9% to 1.5%, the gap is very close to 0 which indicates that female median pay is almost equal to male pay. Doctors and Consultants and Trainee and Junior Doctors were previously reported as one pay group. However, this group is now split to show the Gender Pay Gap for doctors in training and those in practice. Trainee and Junior Doctors include grades F1, F2, ST1, ST2 and ST3.

Doctor and medical consultants pay grades 

Table 29: HC​​​S 2024 Breakdown by Pay Group

Table 30​​: HCS 2023 Breakdown by Pay Group

Table 31: 2024 and 2023 HCS Gender Split by Pay Band

Infrastructure and Environm​ent (IE)

The overall gender pay gap for IE has gone from -4.8% to -7.7%. This represents an increase in female employees paid at a higher rate than their male counterparts, even though there is still a higher proportion of males in these roles. The pay gap for Civil Servants has remained the same in 2024, whilst the gap for Manual Workers has increased by 6.6 percentage points. As can be seen in many departments, a small proportion of new female appointments in lower graded roles can be attributed to this. Having more females enter a traditionally male dominated profession is positive, and the pay gap is predicted to even out over the coming years as females progress up the pay scale.​

Table 32: IE 2024 Breakdown b​​​y Pay Group

Table 33: IE 2023 Breakdown b​​y Pay Group

Table 34: 2023 ​​and 2022 IE Gender Split by Pay Band

Justice​​​ and Home Affairs (JHA)

The gender pay gap for Police remained at 0% for the third year. The pay gap for Manual Workers and Civil Servants increased by 9.1 and 1.3 percentage points respectively. WFM Groups (which for JHA is the Ambulance service) moved form a 3.3% pay gap, to a -4.4% pay gap, indicating that female colleagues are now earning more than their male counterparts.

The biggest change within JHA can be seen in the Prison pay group, which saw a reduction of 11.5 percentage points.

Table 35: JHA 202​4 Breakdown by Pay Group

Table 36: JHA 2023 Break​​down by Pay Group

Table 37: 2024 and 2023 JHA Gend​​er Split by Pay Band​

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Non-Ministeri​al Departments (N​​on-Mins)

Whilst the overall gender pay gap for Non-Mins has decreased by 0.5 percentage points since 2023, the gap for Civil Servants has increased by 7.4 percentage points.

Table 38: Non-Mins 2024​​​ Breakdown by Pay Group

Table 39: Non-Mins 2023 Breakdown ​​by Pay Group

Table 40: 2023 and 2022 Non-Mins ​Gender Split by Pay Band

Office of the Chief Executi​​ve (OCE)

​There has been an increase of 1.8 percentage points in the Civil Servant pay group pay gap in OCE in 2024. However, the overall gender pay gap for the department has remained at 15% the last three years.

Table 41: OCE 2024 Breakdown by​ Pay Group

Table 42: OCE 2023 Breakdown ​​by Pay Group

Table 43: 2024 and 202​3 OCE Gender Split by Pay Band

​Strategic Policy, Plannin​g and Performance (SPPP)

The gender pay gap for SPPP as a whole decreased from 18.8% to 12.7% in 2024, and for Civil Servants within the department from 15.1% to 10.3%.

Table 44: SPPP 2024 Breakdown b​y Pay Group

Table 45: SPPP 2023 Breakdown by Pay​ Group

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Table 46: 2023 and 2022 SPPP Gender ​Split by Pay Band

Treasury and E​xchequer (TE)​

The gender pay gap for TE decreased 18.4% to 14.2% in 2024 compared to 2023. The pay gap for Civil Servants in the department also reduced by 2 percentage points, indicating positive actions being taken in reducing the overall gap.

Table 47: TE 2024 Bre​akdown by Pay Group

Table 48: TE 2023 Breakdown by Pay Group

Table 49: 2024 and 2023 TE Gender ​Split by Pay Band

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