The Company has experienced a 7.1% overall decline in the number of staff since the 2018/19 gender pay gap report, however there has been a 5.3% increase in the number of female employees recruited since the 2018 snapshot date.

The Company has followed the recently updated government guidelines to calculate the gender pay gap this year and decided to combine the results for both part -time and full-time employees in this year’s report.

As mentioned previously, the Company does not operate a bonus scheme. The Company will continue to utilise the annual appraisal to encourage and support employees to achieve their professional goals, identify training needs and developmental opportunities.

The median pay gap is the difference between the midpoints in the ranges of hourly earnings of males and females. Our median (or midpoint) gender pay gap for employees has remained the same; 10.5% in favour of males. This calculation is more representative considering there is variation in pay.

Our mean gender pay gap for employees (the differences between the average earnings for males and females) is -69.5% in favour of females. This means on an hourly basis, females are paid more than men.

The figures reported for the mean and median gender pay gap differ greatly. It is worth noting that high executive pay will skew the calculations for the mean.

For ease, the Company have dissected the distribution of males to females in each quartile:

Quartile 1
The lower quartile is occupied by 85.7% males, and 14.3% females

Quartile 2
The lower middle quartile is occupied by 91.9% males, and 8.1% females

Quartile 3
The upper middle quartile is occupied by 98.4% males, and 1.6% females

Quartile 4
The upper quartile is occupied by 92.1% males, and 7.9% females