Gender Pay Gap Report
Updated 5th October 2021
For all employers with 250 or more employees it is a legal requirement to calculate and publish their gender pay and gender bonus gaps as they are on the 5th April each year. The gender pay gap is the measure of the difference between the average pay for all women in the organisation compared to all men. It is a snapshot based on employees as at 5th April 2020 and is calculated using specific and detailed rules as set out in the legislation. It is important to note that the gender pay gap does not show differences in rate of pay for comparable jobs. The calculations are an average for all women and men employees, regardless of job role. We are committed to ensuring everyone has an equal opportunity to develop their career at all levels. Our pay and reward structure ensures our people are paid the same regardless of their gender and we are confident that we are rewarding everyone equally for performance and experience.
For the snapshot date of 5th April 2020 – all employees except two (one male and one female) were furloughed. This means that it is not possible to calculate the top, upper middle, lower middle and lower quartiles and the hourly rate calculations are not deemed to be fully representative of the company profile.
WOMEN’S MEAN AND MEDIAN HOURLY PAY RATE IS 7.5% HIGHER THAN MEN’S
The gender pay calculations regarding bonus payments for the 12 months ending 5 April 2020 can be calculated. We are confident our pay structure is rewarding everyone equally for performance and experience.
WOMEN’S MEAN BONUS PAY IS 26.5% HIGHER THAN MEN’S
WOMEN’S MEDIAN BONUS PAY 40.0% HIGHER THAN MEN’S
Our bonus scheme rewards performance based on individual and company overall performance and the high representation of women within the qualifying roles for participation in the bonus scheme, results in them earning more bonus than men.
4.7% OF MEN RECEIVED BONUS AND
9.6% OF WOMEN RECEIVED BONUS