Gender Gap

Gender Gap

We are an employer 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 will not involve publishing individual employees data.

We are required to publish the results on our own website and a government website.

What is the gender pay gap?

The Equal Pay Portal defines the gender pay gap as being "a calculation of the difference in the average earnings of the women and men in any given population. What we generally think of as "the gender pay gap" is the difference in the average hourly earnings of male and female full-time employees in the UK labour market as a whole."

With the latest figures from the Office of National Statistics showing that, overall, women in the UK earn 19% less than men, these new measures aim to eradicate gender inequality in the workplace and remove barriers to women?s success.

Paying men and women different amounts for equal or similar work has been illegal for over 40 years, but the average pay gap exists particularly among older workers reflecting, according to the government: "the types of jobs that women tend to enter, and the levels of seniority they progress to".

How is the gender pay gap calculated?

This decision falls within the remit of the Government Equalities Office (GEO). A gender pay gap is the difference in the average pay of men and women regardless of the nature of their work. This measurement includes entire organisation as a whole. This can be driven by the different number of men and women across all roles.

A mean average This decision falls within the remit of the Government Equalities Office (GEO). A gender pay gap is the difference in the average pay of men and women regardless of the nature of their work. This measurement includes entire organisation as a whole. This can be driven by the different number of men and women across all roles.

A median average involves listing all of the numbers in numerical order. If there is an odd number of results, the median average is the middle number. If there is an even number of results, the median will be the mean of the two central numbers.

In our organisation:

The mean gender pay gap is -6.3%. Females earn more than male colleagues in our organisation.

The median gender pay gap is -20.0%.

The percentage of male employees who received bonus pay is 50.0%,

females who received bonus pay is 60.0%.

The mean bonus gender pay gap is -12.5%.

The median bonus gender pay gap is 25.0%.

Male Female
Upper Quartile 0% 100%
Upper Middle Quartile 0% 100%
Lower Middle Quartile 33.3% 66.7%
Lower Quartile 50% 50%

How do we use these results?

We use these results to assess:

  • the levels of gender equality in our workplace
  • the balance of male and female employees at different levels
  • ?how effectively talent is being maximised and rewarded.

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.

For more information, please contact dpo@assetforschools.co.uk.