Gender pay reporting
Introduction
From April 2017, all organisations that employ over 250 are required to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017
The gender pay gap is defined as the differences in the average earnings of men and women over a standard time, regardless of their role seniority. This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation.
The figures reported must be calculated using the ‘snap shot’ date of 5th April each year. Organisations must publish their report within a year of this date. This report therefore analyses data from 5th April 2018.
Gender Analysis
| Level | % Male | % Female |
| All company 2017 | 36% | 64% |
| All company 2018 | 29% | 71% |
Gender Pay Reporting
| 2017 | 2018 | |
| Mean gender pay gap | 19.64% | 26.18% |
| Median gender pay gap | 11.95% | 19.8% |
| Mean bonus pay gap | 54.40% | 44% |
| Median bonus pay gap | -1.42% | -1.13% |
| Proportion male receiving bonus | 21.21% | 24.49% |
| Proportion female receiving bonus | 16.23% | 12.57% |
The mean gender pay gap is the difference between the average of men’s and women’s hourly rate pay. The median gender pay gap is the difference between the midpoints in the ranges of men’s and women’s hourly rate pay.
Quartile pay bands
| Quartile pay bands 2017 | Lower Quartile | Lower Middle Quartile | Upper Middle Quartile | Upper Quartile |
| Male | 8% | 20% | 20% | 48% |
| Female | 92% | 80% | 80% | 52% |
| Quartile pay bands 2018 | Lower Quartile | Lower Middle Quartile | Upper Middle Quartile | Upper Quartile |
| Male | 20% | 22% | 27% | 47% |
| Female | 80% | 78% | 73% | 53% |
Summary
Our profile and our overall results this year have been impacted by the merger with Portman Travel who had a 42% mean gender pay gap from 2017 which has been incorporated into our results this year. Overall, our median pay gap increased by 7.85% whilst our mean pay gap has increased by 6.54%.
Our workforce remains predominantly female, and at our upper quartile the split between men and women is even (53% female and 47% male) representing that we have balance in senior positions.
However, men and women are not equally represented at all other levels within the workforce. Analysis of our data across our four pay quartiles shows that, in the lower three quartiles there is still a significantly higher proportion of women, although the proportions have decreased since last year. This disparity is the root cause of our overall mean and median gender pay gap.
Jane Harrington
Group HR Director
April 2019