The gender pay gap measures the difference between men’s and women’s earnings across the company by expressing women's pay as a percentage of men's pay. This is different from equal pay. Equal pay refers to men and women receiving equal pay for equal work.
The figures below represent April 2022/23 and show our gender pay gap as the percentage difference in both our median and mean pay. We are committed to creating a diverse and inclusive workplace where everyone is welcome.
Women’s hourly mean rate is 4% higher than men’s.
In other words, when comparing mean hourly rates, women earn £1.04 for every £1 that men earn.
Women’s hourly median rate is 5% higher than men’s.
In other words, when comparing median hourly rates, women earn £1.05 for every £1 that men earn.
The mean hourly rate is the average hourly wage across the entire organization so the mean gender pay gap is a measure of the difference between women’s mean hourly wage and men’s mean hourly wage.
The median hourly rate is calculated by ranking all employees from the highest paid to the lowest paid, and taking the hourly wage of the person in the middle; so the median gender pay gap is the difference between women’s median hourly wage (the middle paid woman) and men’s median hourly wage (the middle paid man).
Pay quartiles are calculated by splitting all employees in an organisation into four even groups according to their level of pay. Looking at the proportion of women in each quartile gives an indication of women's representation at different levels of the organisation.
98.1% of women.
93.6% of men.
Women’s mean bonus pay is 4.2% lower than men’s.
Women’s median bonus pay is 3.6% lower than men’s.