Gender pay reporting
From 2017, under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, any organisation that has 250 or more employees (which includes us) must publish and report specific figures about their gender pay gap. The gender pay gap is the difference between the average earnings of men and women, expressed relative to men's earnings. This is not an indicator of equal pay and must not be confused as such; it is a high-level indicator of earnings and hence the types of roles held by male and female employees within an organisation to prompt a discussion on proportional differences at organisational, industry and national level.
The figures must be calculated using a specific reference date - this is called the 'snapshot date', which is 31 March for public sector organisations.
The data that must be published and that will be set out in the reports linked below includes:
- mean gender pay gap in hourly pay
- median gender pay gap in hourly pay
- mean bonus gender pay gap
- median bonus gender pay gap
- proportion of males and females receiving a bonus payment
- proportion of males and females in each pay quartile