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June 28, 2019

Gender Pay Gap Reporting

GENDER PAY REPORTING 2020-2021

Employers with 250 or more employees are now legally required to publish, on an annual basis, certain information relating to their gender pay gap. This statement sets out the relevant information for Brothers of Charity Services (Scotland), for 2020-2021.

The gender pay gap is the difference between the average pay of men and women, expressed as a percentage. The gender pay gap is different from equal pay. Equal pay is concerned with pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.

Nationally, the gender pay gap has persisted for many years — while the gap has been closing, overall progress has been, and remains, very slow. The size of the gap varies between the private, public and voluntary sectors, by different types of businesses/services and by other factors, such as the age of employees. The Government has introduced these reporting requirements to try and improve the rate of progress in closing this pay gap.

There are many factors which contribute to, or cause, a gender pay gap, and these will vary between different employers. Some relate to wider society, such as the type of career choices men and women have typically tended to make, and some may be specific to the particular organisation. We have set out in this statement the main factors we consider are contributing to our gender pay gap

Organisations must report on the following information where relevant:

  • mean gender pay gap in hourly pay
  • median gender pay gap in hourly pay
  • mean bonus gender pay gap (not applicable to organisation)
  • median bonus gender pay gap (not applicable to organisation)
  • proportion of males and females receiving a bonus payment (not applicable to organisation)
  • proportion of males and females in each pay quartile

The results of our assessment are as shown below:

 

Gender pay gap figures (as a percentage of men’s pay)
Mean gender pay gap in hourly pay -3%
Median gender pay gap in hourly pay 0%
Gender pay quartile figures (in each quartile) Male Female
Upper quartile 23% 77%
Upper middle quartile 26% 74%
Lower middle quartile 25% 75%
Lower quartile 24% 76%
Overall gender distribution 25% 75%

This shows that expressed as a mean (average value) women are paid an hourly rate that is 3% (2020: 3%) higher than men and when expressed as a median (middle value) women’s pay is the same (2020: same as) as than that of the men’s.

The gender distribution of our workforce is 75% female and 25% male and the figures for each pay rate quartile broadly reflect this ratio. The results are very similar to last year’s report.

It can be concluded from the above results that there are no issues that we need to address.