Gender pay gap report
Our annual gender pay gap report shows the pay gap between male and female employees of the council.
We publish this data in line with the Equality Act 2010 (Specific Duties and Public Authorities) Regulations.
We have based the figures below on all earnings - Rugby Borough Council does not pay staff bonuses.
Figures published 9 March 2026 based on data collected on 31 March 2025
| Males | £17.55 per hour |
| Females | £17.93 per hour |
| Gender pay gap | -2.17% |
| Males | £16.33 per hour |
| Females | £16.64 per hour |
| Gender Pay Gap | -1.90% |
| Percentage of Males | Percentage of Females | |
| Upper Quartile | 47.15 | 52.85 |
| Upper Mid Quartile | 54.84 | 45.16 |
| Lower Mid Quartile | 56.45 | 43.55 |
| Lower Quartile | 62.10 | 37.90 |
| All Staff | 55.15 | 44.85 |
Gender Pay Gap Statement
Rugby Borough Council has made a commitment to ensuring fairness, equality and transparency in pay across our organisation.
We have based our approach to pay on objective job evaluation, consistent pay structures and clear policies, which ensures employees receive a fair wage, regardless of gender.
Our latest gender pay gap analysis shows the average hourly pay for women is slightly higher than for men. In 2024, the average hourly pay for women was £16.98 compared with £16.51 for men, representing a gender pay difference of -2.85 per cent.
In 2025, the average hourly pay for women was £17.93 compared with £17.55 for men, representing a difference of -2.17 per cent.
Median pay figures also show only a small difference between men and women. In 2025, the median gender pay gap was -1.90 per cent, demonstrating men and women receive very similar pay across the organisation.
These results reflect the council's commitment to maintaining fair and equitable pay practices.
While the gender pay gap is not the same as equal pay for equal work, we regularly review our pay structures, recruitment practices and career progression opportunities to ensure everyone is treated fairly and barriers to equality are identified and addressed.
We remain committed to promoting equality, diversity and inclusion, and to ensuring all employees have equal opportunities to develop, progress and be rewarded fairly for their contribution.