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.
Our Board of Trustees 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 mens pay)
Mean gender pay gap in hourly pay 0%
Median gender pay gap in hourly pay -1%
Gender pay quartile figures (in each quartile) Male Female
Upper quartile 25% 75%
Upper quartile middle quartile 34% 66%
Lower middle quartile 31% 69%
Lower quartile 30% 70%
This shows that expressed as a mean (average value) there is no gap between women’s and men’s pay and when expressed as a median (middle value) women’s pay is 1% higher than that of the men’s. The gender distribution of our workforce is 70% female and 30% male and the figures for each pay rate quartile broadly reflect this ratio. It can be concluded from the above results that there are no issues that we need to address.
Allistair Matheson, Director of Finance & Central Services