Skip to main content

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