We are an employer required by law to carry out Gender Pay Gap Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employees data. We are required to publish the results on our own website and a government website.
We can use these results to assess:
- the levels of gender equality in our workplace
- the balance of male and female employees at different levels
- how effectively talent is being maximized and rewarded
The challenge in our organisation and across Great Britain is to eliminate any gender pay gap, however we must acknowledge the reality that the majority of our workforce is predominantly female (86% of all employees) and our results reflect this fact.
Gender Pay Gap Reporting requires our organisation to make calculations based on employee gender. We have established this by using our existing HR and payroll records. All employees can confirm and update their records, if they choose to, by contacting Amanda Wilshaw.
|Difference in hourly rate - mean
|Difference in hourly rate – median
|Difference in bonus pay – mean
|Difference in bonus pay – median
|Females who receive bonus pay
|Upper quartile employees
| 19.1% male
|Upper middle quartile employees
| 13.2% male
|Lower middle quartile employees
| 14.7% male
|Lower quartile employees
| 14.7% male