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Gender Pay

Gender Pay Reporting (Gender Pay Gap Reporting) under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, made it a legal requirement for all employers of 250 or more people to report publicly on the differences in the aggregate pay and bonuses of their male and female employees.

Under this legislation, we make calculations based on colleague gender using our existing HR and payroll records each April. As part of the process, we carry out several sets of predetermined calculations without publishing any individual colleague data.

The purpose of Gender Pay Reporting is to increase transparency, which the Government hopes will, in turn, encourage organisations to act on any gender pay disparity they may identify.

Gender Pay Reporting shows the differences in the average pay (mean and median) between male and female employees. If a workplace has a particularly high gender pay gap, this can indicate there may be some equality issues; the different calculations we carry out aim to help identify exactly where those issues are.

Gender Pay Gap Reporting is not the same as an equal pay audit. Equal pay audits look at the difference between male and female employees who carry out the same job, similar job or work of equal value. It is unlawful to pay people unequally because they are a male or female.

Who Is Included?

For the purposes of Gender Pay Reporting, the definition of who should be included is defined in The Equality Act 2010. This is known as an 'extended' definition and includes: Employees with a contract of employment.

The Report