GENDER PAY REPORTING 2019-2020
Any organisation that has 250 or more employees must publish and report specific figures about their gender pay gap. If an organisation has fewer than 250 employees, it can publish and report voluntarily but is not obliged to do so. The legislation is one of the initiatives intended to improve equality in the workplace.
The Board decided that although we currently have less that 250 employees we should report. The figures have to be calculated based on a “snapshot date” which, for charities, is 5 April each year.
The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings.
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 us)
- median bonus gender pay gap (not applicable to us)
- proportion of males and females receiving a bonus payment (not applicable to us)
- 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||-2%|
|Median gender pay gap in hourly pay||-1%|
|Gender pay quartile figures (in each quartile)||Male||Female|
|Upper middle quartile||32%||68%|
|Lower middle quartile||24%||76%|
|Overall gender distribution||29%||71%|
This shows that expressed as a mean (average value) women are paid an hourly rate that is 2% (2018: 0%) higher than men and when expressed as a median (middle value) women’s pay is 1% (2018: 1%) higher than that of the men’s.
The gender distribution of our workforce is 71% female and 29% 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.