Gender pay gap report 2023
This is our third gender pay gap report. It presents a snapshot of our organisation as of 31 March 2023, using a monthly pay period.
Gender pay gap report 2023
This gender pay gap report presents a snapshot of our organisation as of 31 March 2023, 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 2023. 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 2023 was 256.
Our data
Percentage of men and women in each hourly pay quarter
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
2023 data
- Lower quartile: 62% female, 38% male
- Lower middle quartile: 68% female, 32% male
- Upper middle quartile: 69% female, 31% male
- Upper quartile: 67% female, 33% male
Mean and median gender pay gap using hourly rate
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)
2023 data
- Mean pay gap using hourly rate: 4% (in favour of male employees)
- Median pay gap using hourly rate: 11% (in favour of female employees)
Mean and median gender pay gap using bonus pay
2022 data
- Mean pay gap using bonus pay: 16% (in favour of male employees)
- Median pay gap using bonus pay: 2% (in favour of female employees)
2023 data
- Mean pay gap using hourly rate: 19% (in favour of male employees)
- Median pay gap using hourly rate: 7% (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 89% of females received a performance award during the year.
Conclusion
Our percentage of females in the upper middle quartile has increased. Our mean pay gap has increased by 1% and hourly mean pay gap in favour of females has increased. Our mean bonus pay gap has increased. More females were not eligible for the annual performance award due to length of service.