Gender pay gap report 2021

This is our second gender pay gap report and presents a snapshot of our organisation as of 31 March 2021.

The gender pay gap is the difference between the average (mean or median) earnings of men and women across a workforce. It is a measure of the roles across our organisation, not of the difference in pay between men and women in the same job role.

For this data, by 'mean' we are referring to the overall average. The term ‘median’ is the middle point of the data set.

Our sample

This data represents our employee headcount of 213, as at 31 March 2021. It does not include our partners, who provide independence, impartiality, and transparency to our work. We have included those who identify as male or female, the data for those who do not identify as male or female is used for our internal purposes.

Our data

Gender profile

As at 31 March 2021, our gender profile was 66% female and 34% male.

Mean and median gender pay gap using hourly rate

2020 data

Data measure	Pay gap using hourly rate
Data measure Mean	Pay gap using hourly rate 23% (in favour of male employees)
Data measure Median	Pay gap using hourly rate 14% (in favour of male employees)

Mean and median gender pay gap using hourly rate

2021 data

Data measure	Pay gap using hourly rate
Data measure Mean	Pay gap using hourly rate 23% (in favour of male employees)
Data measure Median	Pay gap using hourly rate 9% (in favour of male employees)

This is a 0% change to the mean and a 5% reduction in the median from 2020.

Percentage of men and women in each hourly pay quarter

2020 data

Hourly pay quarter	Female	Male
Hourly pay quarter Lower quartile	Female 69%	Male 31%
Hourly pay quarter Lower middle quartile	Female 67%	Male 33%
Hourly pay quarter Upper middle quartile	Female 53%	Male 47%
Hourly pay quarter Upper quartile	Female 62%	Male 38%

Percentage of men and women in each hourly pay quarter

2021 data

Hourly pay quarter	Female	Male
Hourly pay quarter Lower quartile	Female 69%	Male 31%
Hourly pay quarter Lower middle quartile	Female 72%	Male 28%
Hourly pay quarter Upper middle quartile	Female 58%	Male 42%
Hourly pay quarter Upper quartile	Female 64%	Male 36%

Mean and median gender pay gap using bonus pay

2020 data

Data measure	Pay gap using bonus pay
Data measure Mean	Pay gap using bonus pay 0%
Data measure Median	Pay gap using bonus pay 68% (in favour of male employees)

Mean and median gender pay gap using bonus pay

2021 data

Data measure	Pay gap using bonus pay
Data measure Mean	Pay gap using bonus pay 0%
Data measure Median	Pay gap using bonus pay 12% (in favour of females)

We operate a non consolidated performance award rather than bonus payments. All eligible employees receive an end of year performance award of an equal amount. Our executive leadership team have a non-consolidated performance award of an equal amount.

We also operate an e-voucher instant recognition scheme throughout the year via a system of peer nomination. For the purposes of reporting we have used this information to calculate the pay gap described as bonus.

The gap between 2020 and 2021 has shifted considerably to 12% in favour of females.

Our workforce has grown and 100% of men and women received a performance award during the year.

Our executive leadership team were at a ratio of 5:1 male to female as of 31 March 2020 compared with 2:1 at 31 March 2021.

Conclusion

We have made improvements to our pay gap, but still have more work to do.

Since the snapshot date for this report we have appointed a head of equality, diversity and inclusion and have published our equality, diversity and inclusion action plan.

We will work with our pay gap data, as well as other data we have available, to inform our future people and equality, diversity and inclusion plans.