5 Brooklands Place
1 March 2022
Gender Pay Gap Reporting
We are an employer required by law to carry out Gender Pay 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.
The number of relevant employees at 5 April 2021 was 637 of which 415 were female and 222 were male.
We are required to publish the results on our own website and a government website. We will do this within eighteen months of April 5th 2021.
The six calculations are:
- Mean hourly gender pay gap is 18.3%
- Median hourly gender pay gap is 0.0%
- Mean bonus gender pay gap is 87.4%
- Median bonus gender pay gap is -24.9%
- Male 11.7%
- Female 8.4%
The proportion of males and females in each quartile pay band
|Lower middle quartile||34.6%||65.4%|
|Upper middle quartile||30.2%||69.8%|
When looking at the results it is apparent that the mean calculations are affected by the remuneration paid to the directors of the business. If the directors of the business are excluded the Mean hourly gender pay gap is 1.6% and the Mean bonus gender pay gap is 22.8%.
The company have for many years employed both male and female staff and operate a policy of remunerating staff at the rate applicable for the job, regardless of gender.
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 maximised and rewarded.
Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records. All employees can confirm and update their records if they choose to by contacting their area manager.