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Gender Pay Gap

The gender pay gap measures the difference between men and women’s average earnings and is expressed as a percentage of men’s pay.

According to the Office of National Statistics, the overall UK gender pay gap for 2022 is provisionally 14.9%. In 2020 the pay gap was 14.9%, which rose slightly to 15.1% in 2021. The ONS has identified a slow decline in the pay gap over the past decade. Anomalies for 2020 and 2021 due to staff on furlough has skewed results, but 2022 results (with no furlough) are showing that the pay gap is still below the pre-pandemic rate in 2019 of 17.4%.

Our latest results are for the snapshot date of 5th April 2022. The information was compiled and calculated by our HR Department, and then reviewed and confirmed by Bev Dixon, Chief Operating Officer.

Results for 2022

Our Gender Pay Gap as a mean average is 29%
Our Gender Pay Gap as a median average is 4%
Our Bonus Gender Gap as a mean average is 73%
Our Bonus Gender Gap as a median average is 88%
The proportion of Males receiving a Bonus Payment is 12%
The proportion of Females receiving a Bonus Payment is 4%


The proportion of Males and Females in the four quartile bands are: Male Female
Upper Quartile 59.8% 40.2%
Upper Middle Quartile 56.6% 43.4%
Lower Middle Quartile 38.5% 61.5%
Lower Quartile 35% 65%


Summary for 2022

Headlines about the gender pay gap tend to focus on the median figure, which ignores extremes and is therefore thought to be the most representative measure. It is, however, important to consider all of these figures as each one tells you something different about the underlying causes of the gender pay gap and each one can mask issues that another may highlight.

A big difference between a mean and median pay gap, like we have, indicates that the dataset is skewed – either by the presence of very low earners (making the mean lower than the median), or by a group of very high earners (making the mean bigger than the median). As expected in our industry, the majority of our workforce earn around the national minimum wage, with a small number of senior roles with much higher salaries that skew the mean pay gap to higher than the median.

We remain committed to addressing the gender pay gap and offer the following:

  • Flexible working opportunities that are open to both men and women
  • Regular monitoring and reviews of pay and progression
  • Regular reviewing of individual career development
  • Commitment to nurturing and developing existing talent, promoting from within where we can

We continue with the following activities:

  • Continuing with regular monitoring of salaries and reviews of pay and progression
  • Training of line managers in non-discriminatory recruitment and promotion practices
  • Continued encouragement and development of female staff into management & senior roles

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