Gender Pay Gap data
Average gender pay gap as a mean average
|
Male £9.71 |
Female £8.61 |
Mean Gender Pay Gap 11.33% |
Average gender pay gap as a median average
|
Male £7.23 |
Female £7.21 |
Median Gender Pay Gap 0.28% |
Average bonus gender pay gap as a mean average
|
Male £2,128.02 |
Female £2,381.95 |
Mean Bonus Gender Pay Gap -11.89% |
Average bonus gender pay gap as a median average
|
Male £1,700 |
Female £1,010 |
Median Bonus Gender Pay Gap 40.58% |
Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
|
Male 88 |
Female 78 |
Mean Gender Pay Gap 11.36% |
Proportion of males and females when divided into four groups ordered from lowest to highest pay
|
Lower Quartile |
Male |
55 |
51.88% |
Female |
51 |
41.88% |
|
Lower Middle Quartile |
Male |
49 |
46.22% |
Female |
57 |
53.77% |
|
Upper Middle Quartile |
Male |
65 |
60.74% |
Female |
42 |
39.25% |
|
Upper Quartile |
Male |
61 |
57.01% |
Female |
46 |
42.99% |
Management Statement
Whilst we consider that we are relatively balanced in our position, we are always striving to improve our employee environment. The Equality and Human Rights Commission has identified a number of ways in which employers may continue to address any gaps. Having reviewed these, we have developed the following action points:
- We will continue to refine our recruitment materials, sources and practices to reduce any gender bias within the recruitment process.
- Ensure flexible working practices, we already have in place, are applied fairly across all levels of roles, subject to fulfilling the organisation’s needs.
- We will look at how our flexible working practices operate across the organisation and address any barriers that are identified.
- Review policies and practices that support childcare or other caring responsibilities to ensure equal support is available to men and women to undertake them.
- Focus on developing initiatives which support internal promotions and open up more opportunities in the lower quartiles.
- Review working practices in our lowest paid jobs.
- Continue to develop and expand on our Future leaders program which has a key place in our employee learning and development curriculum
Rob Payne
Chief Executive Officer