This is the first year of Gender Pay Reporting and our position is well-placed compared to the national average. Indeed, the Club works hard to create an environment where everyone is treated equally and with courtesy, dignity and respect and in which we strive to embrace diversity, eliminate discrimination and remove any pay gaps. We have a good mix of male and female employees across our business and this has helped us achieve a positive outcome.
Our mean1 gender pay gap is 11.8% in favour of males, whereas our median2 pay gap is 3.6% in favour of females, which compares favourably against the national median gender pay gap of 18.1%.
The Club employs around 25% more women than men. The table below shows the percentage of men and women working in each pay quartile3 along with the associated mean and median pay gaps.
|Quartile||% of males||% of females||Mean Pay Gap||Median Pay Gap|
Our aim is always to attract and recruit the best person for the job across all levels, whatever their gender and we ensure our roles are positioned so they appeal to a wide range of suitable candidates. It is important to us that we not only attract an equal mix of candidates for all the roles we offer, but also that, once employed, people are given an equal opportunity to progress.
Our median Bonus Gap is 42.6%, but still falls below the national average of 57%4. The percentage receiving a bonus is Male – 16% and Female - 31%.
The underlying reason for such a high bonus pay gap compared to the hourly pay gap is the different way in which the two gaps are calculated with respect to part time workers. The hourly pay gap calculation weights the results according to the number of hours worked by an individual, whereas the bonus gap calculation does not.
For example, a male employee working full time (37 hours a week) and a female employee working part time (18.5 hours a week) are both paid the equivalent of £30,000 per year and receive a 5% annual bonus. The male full time worker would receive a bonus of £1,500 and the female part-time worker would receive £750. The hourly pay gap in this example is 0% but the bonus pay gap is 50%, even though both employees are paid a bonus at the same rate per hour worked. It therefore appears that the male is receiving a higher bonus than the female, but when both earn the same full-time equivalent salary. As the majority of our part-time employees, who are eligible for a bonus, are female, this calculation method accounts for an element of the reported gap in bonus pay.
1 All the male salaries divided by the number of men; the same calculation for females.
2 The middle salary value when all are put in value order from highest to lowest.
3 All employees and salaries from the highest to the lowest, then split equally into quartiles.
4 Office of National Statistics.