Gender Pay Gap 2023

In our workforce male staff are over-represented in roles at the lowest pay levels (although the proportion of female employees at this level increased over the year).

Conversely, we have a Senior Management Team (Managing Director, Director and Strategic Heads of Service/Statutory roles) that was predominantly female in 2022-2023 and these roles attract the highest pay levels in our organisation. 

This has an impact on average male pay and the bonus payments they receive.

The main changes, year on year, are around bonus payments.  This year the median payment was the same for both male and female employees, although the average bonus payment was slightly higher for female staff.

The changes in mean and median female bonuses in the past few years are a result of various factors. These include changes in our organisational makeup (partly due to restructures) and in bonus values in the lower and higher pay quartiles. As the data is a snapshot in time, specific events can have an impact on it.

What is gender pay and how is it calculated?

Gender pay is a high level snapshot of pay within an organisation and shows the difference between the average pay of the men and women in a workforce. Each organisation with 250 or more employees is required by law to publish its previous financial year’s gender pay gap information.

If all employees were lined up in two lines - one male and one female - in order of pay from the lowest to the highest, the median gender pay gap compares the pay of the male in the middle of their line and the female in the middle of their line. The mean gender pay gap shows the difference between the average hourly rate of pay for men and that of women in an organisation.