Gender Pay Gap Reporting

Gender Pay Gap Reporting

The Gender Pay Gap is the difference in average earnings of men and women, expressed relatively to men’s earnings, for example “women earn 11.9% less than men per hour”. The challenge in our organisation, and across the UK, is to eliminate any pay gap that the reporting my indicate.
We as an employer are required by law to carry out Gender Pay Gap Reporting . As of 2017, any organisation that has 250 or more employees must publish and report figures about their gender pay gap, Currently we are registered to submit our finding and once we have the required number of employees we will do so on the 5th April each year.

Who counts as an ‘employee’
The definition of ‘employee’ for gender pay gap reporting includes:
• people who have a contract of employment with your organisation
• workers and agency workers (those with a contract to do work or provide services)
• some self-employed people (where they must personally perform the work)

Data we must publish and report
We as an employer must publish on are website and report to the government our organisation’s:
• 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

What we will do
Using these results from are Payroll data, we’ll be able to assess:
– the levels of gender equality in our workplace – the balance of male and female employees at different levels – how effectively talent is being used within the company
Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records. GDPR: No personal data will be shared within the report.

More information can be found on the GOV.UK website –