REPORTING

We are an employer required by law 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 does not involve publishing individual employees’ data.
 

It is essential to distinguish between equal pay and a gender pay gap.
 

In general, equal pay issues may arise in an organisation if that organisation pays men and

women at different rates for doing the same work or work of equal value. The Burhill Group of

companies do not differentiate between rates of pay for employees working within job roles

based on the gender of the employees working within those roles. The concept of the Gender

Pay Gap a much broader concept which compares the average earnings of men and women

regardless of their role within an organisation.
 

Gender Pay Reporting requires our organisation to make calculations and disclose relevant

information based on employee gender. In accordance with this requirement the gender pay

data information below has been calculated based on the information held on our human

resources and payroll records
 

The difference is expressed as the percentage difference between men and women. This years

figures are calculated on a total of 1004 paid staff with the ratio between men & women at

57:43.
 

Gender Pay data based on April 2022 payroll information

Hourly Rate as at April 2022

Womens hourly rate (mean) is 12.5% lower than men

Womens hourly rate (median) is 0.0% lower than men

Pay Quartiles as at April 2022

Top Quartile – 67% men 33% women

Upper Middle Quartile – 57% men 43% women

Lower Middle Quartile – 55% men 45% women

Lower Quartile - 49% men 51% women

Bonus Pay - 12 month period to April 2022

Womens bonus pay (mean) is 54.5% lower than men

Womens bonus pay (medium) is 41.2% lower than men

26.4% of men received bonus pay

22.0% of women received bonus pay