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Good practice Imported

States of Jersey's Gender Pay Gap Reporting and Pay Equity Reform

Jersey · St Helier · See the Jersey profile · See the St Helier profile

Evidence: Descriptive / self-reported Top 26% 85/100 · Ask Evidence Copilot about this practice

Since a 2018 States Assembly review found a persistent pay gap, Jersey's government has published annual gender pay gap reports for its public service, paired with structured pay grades, flexible-working policies and a leadership network — narrowing the median gap from 15.0% (202

15.0 %
Median public-service gender pay gap (2022)
8.5 %
Median public-service gender pay gap (2025)
22.2 %
Rise in female representation, Tier 1-2 senior roles (since 2022)
States of Jersey's Gender Pay Gap Reporting and Pay Equity Reform

Details

Maturity
Established
Promoter
Government of Jersey (States Employment Board)
Period
2018-2025
Keywords
public administration, human resources, public sector employment

Context

Following a 2018 States Assembly Gender Pay Gap Review Panel and its July 2019 report finding structural barriers and cultural biases limiting women's advancement in the Jersey public service, a 2022 follow-up review found little or no progress since 2019.

Results

Annual government reports show the public service's median gender pay gap falling from 15.0% in 2022 to 12.5% (2023), 10.3% (2024) and 8.5% in 2025, with women earning 92.2 pence for every £1 men earned; female representation in Tier 1-2 senior roles rose 22.2% since 2022. The mean gap, however, stayed close to 14% throughout, reflecting continued underrepresentation of women in the highest-paid roles.

Implementation
Indicative cost
Low (< €50k)
Time to results
Long (> 3 years)
Staffing & skills
States Employment Board, Government of Jersey

Conditions for success

  • structured, transparent pay grades and scales
  • paused recruitment into senior grades (Grade 11+, later Grade 9+) to prioritise internal promotion
  • 'Inspiring Women Into Leadership and Learning' (IWILL) network
  • expanded flexible-working options for staff with caring responsibilities

Common failure modes

  • mean pay gap stayed close to 14% throughout, indicating persistent underrepresentation of women in the highest-paid roles even as the median narrowed

Commonly funded by

National / regional programmes

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Data sources

Where this practice's information was retrieved from, and when.

Attachments

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