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 2021 is provisionally 15.4%. In 2019 the pay gap was 17.4%, which fell to 14.9% in 2020. The ONS has identified a slow decline in the pay gap over the past decade and has attributed the larger fall in 2020 and the slight rise in 2021 to the absence of those individuals placed on Furlough.

Our latest results are for the snapshot date of 5th April 2021. The information was compiled and calculated by our HR Department, and then reviewed and confirmed by Bev Dixon, Chief Operating Officer.

Our Gender Pay Gap as a mean average is 23%
Our Gender Pay Gap as a median average is 5%
Our Bonus Gender Gap as a mean average is 43%
Our Bonus Gender Gap as a median average is 74%
The proportion of Males receiving a Bonus Payment is 25%
The proportion of Females receiving a Bonus Payment is 9%
The proportion of Males and Females in the four quartile bands are: Male Female
Upper Quartile 78.3% 21.7%
Upper Middle Quartile 58.3% 41.7%
Lower Middle Quartile 62.5% 37.5%
Lower Quartile 56.5% 43.5%

 

Summary for 2021

The results for 2021 are significantly affected by Coronavirus and having 59% of our workforce on furlough, flexi-furlough or other forms of leave on the snapshot date. This meant that our Gender Pay Gap was calculated on only 94 employees, who are not a representation of the 250+ employees that would usually be included in such a calculation.

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