Gender Pay Gap
Burhill Group Limited: Gender Pay Gap Reporting
We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation. It does not involve publishing individual employees’ data.
It is essential to distinguish between equal pay and a gender pay gap.
In general, equal pay issues may arise in an organisation if that organisation pays men and women at different rates for doing the same work or work of equal value. The Burhill Group of companies do not differentiate between rates of pay for employees working within job roles based on the gender of the employees working within those roles. The concept of the Gender Pay Gap a much broader concept which compares the average earnings of men and women regardless of their role within an organisation.
Gender Pay Reporting requires our organisation to make calculations and disclose relevant information based on employee gender. In accordance with this requirement the gender pay data information below has been calculated based on the information held on our human resources and payroll records.
The difference is expressed as the percentage difference between men and women. This years figures are calculated on a total of 1004 paid staff with the ratio between men & women at 57:43.
Gender Pay data based on April 2022 payroll information
Hourly Rate as at April 2022
Womens hourly rate (mean) is 12.5% lower than men
Womens hourly rate (median) is 0.0% lower than men
Pay Quartiles as at April 2022
Top Quartile – 67% men 33% women
Upper Middle Quartile – 57% men 43% women
Lower Middle Quartile – 55% men 45% women
Lower Quartile – 49% men 51% women
Bonus Pay – 12 month period to April 2022
Womens bonus pay (mean) is 54.5% lower than men
Womens bonus pay (medium) is 41.2% lower than men
26.4% of men received bonus pay
22.0% of women received bonus pay