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Our gender pay gap

By Kate Parker

1 April 2018

We check and report on our pay differentials each quarter to the Board to follow best practice, and this is the second year we are publishing them, alongside our commitment to our to the Government’s Think, Act, Report campaign. Given such a large difference from the figures last year, it demonstrates how with such a small team, little changes (i.e. a few people leaving the company) can have a large impact. Based on data collected from April 2018, with 20 employees (5 men and 15 women),  our results show:

  • Comparing like for like, over the pay bands, on average men’s salaries are 17% higher* than women’s salaries

*This doesn’t necessarily indicate bias as within any particular job title role as each role has a salary band, and within each band staff are at different levels. As long as male staff are slightly more experienced than female staff in each job title this is an acceptable figure.

The fact that there are a greater proportion of men in the upper pay quartiles compared with lower pay quartiles, and a greater proportion of women in the lower pay quartiles compared with the upper pay quartiles, has an impact on our gender pay gap.

We have carried our further analysis at a more granular level to check if there is any bias within salary bands, which there isn’t, as well as checking indicators like promotion rates, training allocation and recruitment data – all confirming our commitment to equality – so the leadership team are pleased with the results. We continue to drive inclusion best practice across the business through training, recruitment, our company culture and regular benchmarking and reporting, and are pleased to confirm:

  • Our board is split 50-50 men and women
  • Our shareholders are split 50-50 women and men
  • Our workforce is 75% women (compared to industry average of 63%)