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.
The difference is expressed as the percentage difference between men and women. This year’s figures are calculated on a total of 752 paid staff with the ratio between men and women at 62:38, last year’s total was 638 with a ratio of 66:34.
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:
Gender Pay data based on April 2018 payroll information
Hourly Rate as at April 2018
Women’s hourly rate (mean) is 11.9% lower than men
Women’s hourly rate (median) is 0% lower than men
Pay Quartiles as at April 2018
Top Quartile – 68% men 32% women
Upper Middle Quartile – 64% men 36% women
Lower Middle Quartile – 64% men 36% women
Lower Quartile – 52% men 48% women
Bonus Pay for the 12 month period ended April 2018
Women’s bonus pay (mean) is 57.3% lower than men
Women’s bonus pay (medium) is 49% lower than men
30.1% of men received bonus pay
24% of women received bonus pay
Gender Pay reporting regulations require employers to publish data within 12 months of the end of the reporting period. Gender pay data for April 2019 will be reported by April 2020.