Gender pay gap report 2022
This is our third gender pay gap report. It presents a snapshot of our organisation as of 31 March 2022.
Gender pay gap report 2022
This gender pay gap report presents a snapshot of our organisation as of 31 March 2022, using a monthly pay period.
What is the gender pay gap?
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.
In this report, we are publishing information on 6 key gender pay gap metrics:
- percentage of men and women in each hourly pay quarter
- mean gender pay gap using hourly pay
- median gender pay gap using hourly pay
- percentage of men and women receiving bonus pay
- mean gender pay gap using bonus pay
- median gender pay gap using bonus pay
This information is compliant with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Our sample
This data represents relevant employees and full pay relevant employees for the pay period as at 31 March 2022. 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 headcount at 31 March 2022 was 225.
Our data
Percentage of men and women in each hourly pay quarter
2021 data
- Lower quartile: 69% female, 31% male
- Lower middle quartile: 72% female, 28% male
- Upper middle quartile: 58% female, 42% male
- Upper quartile: 64% female, 36% male
2022 data
- Lower quartile: 61% female, 39% male
- Lower middle quartile: 70% female, 30% male
- Upper middle quartile: 65% female, 35% male
- Upper quartile: 70% female, 30% male
Mean and median gender pay gap using hourly rate
2021 data
- Mean pay gap using hourly rate: 9% (in favour of male employees)
- Median pay gap using hourly rate: 23% (in favour of male employees)
2022 data
- Mean pay gap using hourly rate: 3% (in favour of male employees)
- Median pay gap using hourly rate: 3% (in favour of female employees)
Mean and median gender pay gap using bonus pay
2021 data
- Mean pay gap using bonus pay: 12% (in favour of female employees)
- Median pay gap using bonus pay: 0%
2022 data
- Mean pay gap using hourly rate: 16% (in favour of male employees)
- Median pay gap using hourly rate: 2% (in favour of female employees)
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. 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.
81% of males and 87% of females received a performance award during the year.
Conclusion
Our percentage of females in the upper quartiles has increased. We have used our pay gap data to inform our plans and development of our people plan. We have worked to improve our diversity data throughout 2022. We have increased the amount of data we hold and will continue to work to improve our response rate and will use this to extend our future pay gap reporting.