Introduction

As of April 2017, we, as an employer with over 250 employees are required by law to carry out Gender Pay Reporting under the Equality Act 2010. In this report, we will be assessing the Gender Pay Gap in our organisation through the use of the following calculations which show the difference between the average earnings of men and women in our organisation.

Measuring the gap

Using the calculations set out in the gender pay gap reporting regulations, we have taken pay data from our entire business and includes many different roles that bring a variety of rates of pay.

How are the Median Gaps Calculated?

The median male and females were assessed by ordering the categories by highest to lowest paid and choosing both middle male and female. This method of averaging removes any high or low pay rates which may distort the mean calculation.

How are the Mean Gaps Calculated?

The mean gender pay gap shows the difference in average hourly rate of pay between men and women. This is also affected by the different numbers of men and women in different roles.

Bonus Calculations

We are also obliged to report on our Mean and Median differences for bonus. As an organisation, we do not pay bonuses so the percentage difference for these is 0.

How are the Quartiles calculated?

All the employees were ordered in a list from the lowest hourly rate to the highest. The list was then split into four even quarters, a proportionate representation of males and females falling into each quarter was assessed.

Results

The results of our gender pay gap are as followed:

Calculation Gap %
Mean Gender Pay Gap 1.1%
Median Gender Pay Gap 0.7%
Mean Bonus Pay Gap 0%
Median Bonus Pay Gap 0%

Quartiles

gender-pay

Conclusions

  • The mean Gender Pay Gap is lower than the UK average of 17.4%*.
  • The reason for this is the higher proportions of males in the more senior roles.
  • There is no pay difference between men and women who occupy equivalent roles.

I can confirm that the information used is accurate and that the calculations have been made appropriately in line with the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulation 2017.

Signed by

Stephen Rees,

Chief Operating Officer

*from the Office of National Statistics ASHE Survey 2017

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