Management Statement
While Total Fitness continues to demonstrate a relatively balanced gender pay gap for the year ending March 2022, some indicators of disparity have materialised in the data. I note the following:
- A fourth year demonstrating 0% gender gap on median average pay
- An adverse movement of 1.9% difference in average pay to 7.9%
- Average bonus pay also – for the first time for this management team shows favourability for men by 18%
- Considering the population split by pay quartile: While there is gender parity in the first 3 quartiles, the upper quartile shows male favourability (61% vs 39%) which underpins the marginal movement in average pay and the more pronounced movement in average bonus pay
Total Fitness promises all team members that more is possible, and a commitment to personal development continues – available to all irrespective of diversity. In the calendar year of 2022 we have worked hard to encourage greater participation from women in senior role selection. Further, we have developed an exceptionally compelling employee value proposition with broad appeal and a clear charter. Designed to support better attraction and recruitment of right-fit team members whatever their background/context, we’re looking forward to yielding the benefits of that work in all areas of employee experience.
Sophie Lawler
Chief Executive Officer
Average gender pay gap as a mean average
|
Male £10.82 |
Female £9.97 |
Mean Gender Pay Gap 7.9% |
Average gender pay gap as a median average
|
Male £8.88 |
Female £8.88 |
Median Gender Pay Gap 0.00% |
Average bonus gender pay gap as a mean average
|
Male £3,962.60 |
Female £3,256.86 |
Mean Gender Pay Gap 17.8% |
Average bonus gender pay gap as a median average
|
Male £2,236.52 |
Female £1,912.45 |
Median Gender Pay Gap 14.5% |
Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
|
Male 23.2% |
Female 19.6% |
Mean Gender Pay Gap 15.6% |