Progress made on pay equity

We've published new workforce data showing continued and meaningful progress in reducing pay gaps linked to ethnicity and disability.

The figures, based on hourly pay data from March 2025, show our median ethnicity pay gap has reduced to 0%, down from 2.7% last year. 

This means there is no difference between the median hourly pay of staff from Black, Asian and minoritised ethnic backgrounds and white staff. The mean ethnicity pay gap has also reduced, from 4.9% to 3.1%. 

Positive change on disability equality

There has also been positive movement on disability pay equality. 

The median disability pay gap is now -0.3%, compared with 2.7% in the previous year. 

These changes point to improved parity in pay outcomes, while recognising that pay gaps remain influenced by workforce structure, representation at different grades and patterns of progression. 

Gender pay gap in favour of women

For the same period, our gender pay gap remains in favour of women, with a median gap of -6.8%, compared with -3% last year. 

This reflects our workforce profile, where women make up a higher proportion of employees. 

We continue to publish ethnicity and disability pay gap data voluntarily alongside our statutory gender pay reporting as part of our wider commitment to equity, inclusion and transparency. 

While pay gap figures can fluctuate year on year, they remain an important tool for understanding where action is needed and tracking long‑term progress. 

Sustained work making a difference

Councillor Bella Sankey, Leader of Brighton & Hove City Council, said: “This data shows that sustained work on inclusion, representation and fair progression is making a difference. 

“Reducing pay gaps is not about quick fixes - it reflects longer‑term efforts to create equitable pathways into senior roles and ensure our workplace culture supports everyone to thrive. 

“We know that pay gap figures never tell the whole story on their own and that progress isn’t linear, but these figures are incredibly encouraging. 

“We are committed to continuing this work with staff, trade unions and partners and to being open about both the progress we are making and the challenges that remain.”