How is it worked out?
Gender pay figures are created by calculating the difference between:
- The median and mean average hourly rate of pay paid to male and female colleagues
- The median and mean average bonus paid to male and female colleagues
- The proportions of male and female colleagues who receive bonuses
- The relative proportions of male and female colleagues in each quartile pay band of the workforce.
The results are expressed as a percentage of the value for male colleagues.
It’s important to remember that the gender pay gap is not the same as equal pay. Equal pay concerns pay differences between individuals or groups performing the same or similar work. Comparatively, the gender pay gap is concerned with differences in the average earnings of men and women, regardless of their role or seniority.
Gender pay gap is therefore a broader measure; capturing not simply equal pay within an organization but also any pay variations resulting from differences in the sorts of jobs performed by men and women and the gender composition of the workforce by seniority.
Organisations with a higher proportion of men in senior roles and women in junior roles will ultimately have a larger gender pay gap. Irrespective of whether an employer has eliminated unequal pay, they may still have a wide gender pay gap. Ultimately, in any business the causes of a gender pay gap can be varied and complex and can be outside the control of any one employer. There are many contributing factors including working hours and the number of men and women in different roles across a business.
As a business that puts families first, we also understand that women are much more likely to take time out of their career for family reasons, ultimately slowing the pace at which they typically progress to more senior and better paid roles