Gender pay gap report

Introduction

This report sets out the gender pay gap statistics for North York Moors National Park Authority for the reporting year 2025/26.

Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, the North York Moors National Park Authority is legally required to publish specified information relating to its gender pay gap on an annual basis.

The following information has been calculated in accordance with the Regulations.

What is the gender pay gap

The gender pay gap is the difference between the average pay of men and women, expressed as a percentage. The gap is calculated across the entire workforce of an organisation.

The gender pay gap has many contributing factors. These may arise from wider societal and occupational patterns, as well as from internal organisational structures and practices, and do not necessarily indicate unlawful discrimination.

It is crucial to our understanding of gender pay disparity to recognise that the gender pay gap is different to equal pay. Equal pay is where there is a discriminatory pay difference between men and women who carry out the same job, jobs rated as equivalent or work of equal value. The existence of a gender pay gap does not automatically give rise to any discrimination or equal pay matters.

Organisational context

North York Moors National Park Authority is a public sector organisation responsible for conserving and enhancing the natural beauty, wildlife and cultural heritage of the North York Moors National Park, while also promoting opportunities for understanding and enjoyment of the area. The Authority delivers a wide range of services including planning, conservation, recreation, engagement, volunteering and corporate support services across a large and diverse geographical area. As at 31 March 2026, the Authority had 173 employees, and this report reflects the gender pay gap position across that workforce.

Our commitment to equality and diversity

North York Moors National Park Authority is committed to promoting equality, diversity and inclusion across all areas of employment and service delivery. We aim to create a working environment in which all employees are treated with dignity and respect, and where decisions relating to recruitment, pay, development and progression are made fairly and transparently. Our policies and employment practices are designed to support equality of opportunity, eliminate unlawful discrimination, and foster an inclusive culture that reflects our values as a public sector employer. We continue to review workforce data, policies and practices to identify any barriers to inclusion and to support ongoing improvement.

Our approach to pay and reward

The Authority’s pay and reward arrangements are based on a clear and transparent grading structure designed to provide consistency and fairness across the organisation. Posts are allocated to grades through a job evaluation process, helping to ensure that pay reflects the responsibilities and requirements of each role. Employees normally progress through pay increments within their grade, subject to the organisation’s pay framework, and terms and conditions are applied consistently. As a public sector employer, the Authority is committed to maintaining pay arrangements that are equitable, proportionate and aligned with national and local expectations.

Gender pay gap

Mean gender pay gap

Based on the mean (average) hourly rate of pay for male and female employees in the relevant pay period, our mean gender pay gap is 8% (rounded to one decimal place).

This demonstrates no change from the 2024/25 results.

Median gender pay gap

Based on the median (middle) hourly rate of pay for male and female employees in the relevant pay period, our median gender pay gap is 6% (rounded to one decimal place). This demonstrates a reduction of 2% from the 2024/25 results.

The Office for National Statistics Gender pay gap in the UK: 2025 reported a median gender pay gap of 6.9% across the UK in 2025. For local government occupations, the median gender pay gap was 7.9%, and in Yorkshire and the Humber it was 8.6%.

Gender bonus gap

For the purposes of this report, bonus pay refers to Directors’ awards. A Directors’ award is a non-consolidated discretionary payment made to recognise an exceptional contribution, achievement or piece of work undertaken by an employee. It is not part of contractual pay and is awarded on a case-by-case basis. We recognise the importance of ensuring that these awards are made fairly and consistently.

Mean gender bonus gap

Based on the mean (average) bonus pay for male and female employees in the relevant pay period, our mean gender bonus gap is 24% (rounded to one decimal place).

Median gender bonus gap

Based on the median (middle) bonus pay for male and female employees in the relevant pay period, our median gender bonus gap is 27% (rounded to one decimal place).

We consider that the main contributory factor to the gender bonus gap is that the female employee who received a Directors’ award worked part time, and the award was therefore paid on a pro rata basis in line with policy.

Bonus pay

The proportions of male and female employees who received bonus pay during the relevant pay period are as follows (percentages are rounded to one decimal place):

• Male employees: 11%
• Female employees: 1%

To support improvement in this, for the 2026/27 Directors’ awards process we have introduced a revised approach under which employees can nominate colleagues for a Directors’ award, supported by evidence showing how the nomination meets the relevant criteria. Nominations are then considered by Directors against those criteria. We expect this more transparent and evidence-based approach to help reduce the potential for bias in the awards process and support fairer outcomes, which in turn may help to address any gender imbalance in the distribution of bonus pay over time.

Salary pay quartiles

The following table separates our entire workforce into four equal quartiles based on the salaries that are paid to these employees. These quartiles are then further broken down into the number and proportion, expressed as a percentage, of male and female employees in each quartile.

Conclusion

North York Moors National Park Authority is committed to promoting fairness, transparency and equality of opportunity in pay and employment. The 2025/26 gender pay gap data shows a stable mean gap and a reduction in the median gap, while also highlighting areas where further attention is needed, particularly in relation to bonus pay. We recognise that these outcomes are influenced by a range of factors, including workforce composition, job distribution and working patterns across the organisation. We will continue to monitor our data, review our policies and practices, and take proportionate steps to support fair and equitable outcomes for all employees.