GENDER PAY GAP REPORT 2023
As a values-led business we strive to always do better for all our people and ensure fairness and equality is built in to everything that we do
The Gender Pay Gap is the difference between the average hourly earnings between men and women in an organisation. It is a snapshot of our payroll data at a specific point in the year, this year the data is based on a snapshot date of 5 April 2023 and does not include VIMA and Harmonic as this date was prior to integration .
What is the Gender Pay Gap?
The Gender Pay Gap report covers six key metrics, each metric providing a slightly different take on our gender pay gap. It is important to note that gender pay reporting does not only include base pay., It also makes considerations for payroll allowances and salary sacrifice arrangements. The specific calculations required for the Gender Pay Gap report are confirmed by the Government and there is statutory guidance in place on how to complete these calculations. Gender pay is different to equal pay, equal pay is a legal obligation that requires employers to ensure they are paying men and women the same salary for the same and similar roles. Our salary bands are transparent and equal regardless of gender to help ensure that our people are paid fairly. Equal Pay is reviewed during our Annual Salary Review processes to ensure consistent application.
Please see chart on the right for a summary of the six key metrics.
The existence of a gender pay gap does not mean an employer has breached any equal pay provisions and is largely caused by disproportionate representation of women across an organisation’s grading structure. Typically an organisation with a gender pay gap will have less women represented at the more senior leadership level and a disproportionately high level of representation of women at the lower grades in the organisation.
The Gender Pay Gap data reported here relates to a snapshot date of 5th April 2023 and does not include VIMA and Harmonic as this date was prior to integration.
Examples of how gender pay gaps occur at organisations
The following visuals represent a fictitious organisation and do not represent our actual organisation. They are purely for illustrative purposes and can be used to demonstrate why a gender pay gap may exist and how to improve it.
The following example clearly demonstrates that despite this organisation having a 50/50 gender split and equal pay across all roles, a significant gender pay gap exists. The size of the gender pay is caused by the gender pay representation at each grade , significantly more women are employed as Administrators compared to Directors.
In order to completely eliminate the mean gender pay gap, an organisation would need to have a 50/50 gender split and equal pay across all grades.
So what can an organisation do to help improve/close the gender pay gap? Improving gender representation within each grade whilst ensuring we uphold equal pay legislation.