Gender Pay Analysis – Reporting Statement (2018)
As an employer with over 250 employees we are required to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations. This analysis requires us to perform a number of calculations that identify any differences between the average earnings of men and women within this business; it does not require or involve the publishing of personal individual data.
We are required to publish the results of our analysis on our own website as well as a government website. Our data, taken as at 5th April 2018 and accompanying statements are set out as follows;
Women's hourly rate is:
|Top quartile||Upper middle quartile||Lower middle quartile||Lower quartile|
The table above identifies the respective percentage of men and women in each quartile of our payroll.
|Women's bonus pay is:|
The table above identifies the respective average bonus payments for men and women employees.
Percentage who received bonus pay:
The table above identifies the respective percentages of men and women employees who received bonus payments.
The Gender Pay Gap Reporting data above is to the best of our knowledge correct for all employees covered by the Regulations as at 4th April 2018.
Our employees are critical to the success of our business. We aim to be an employer of choice and to treat our employees fairly and pay them appropriately for their work. There is no difference in the median hourly rate of pay for Male and Female colleague. We’re absolutely committed to providing all of our colleagues with equal opportunities, skills, flexibility and reward to help them do just that.
These reports follow the latest methodology set by the UK Government and cover the period April 2017-2018, comparing what all male and female colleagues are paid on average across the business and measuring the difference between male and female averages. We are pleased to report a significant reduction in the mean gender pay gap.
01 April 2019