Understanding Gender Pay Gap Report at Abbeycroft Leisure
Gender Pay Gap (GPG) Report at Abbeycroft Leisure reveals a mean gender pay gap of -13.52% and a median gap of -3.81%. While women earned more on average than men, there was no bonus gender pay gap due to no bonuses paid in the relevant period. The composition of the workforce, bonus gender pay gaps, and quartile pay band distributions were analyzed, showcasing the complexities of gender pay differentials within the organization.
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GENDER PAY GAP (GPG) REPORT What is the Gender Pay Gap? A gender pay gap is a measure of disadvantage (a gap) expressed as a comparison between what, on average, men earn and what, on average, women earn (gender pay). It is not equal pay . What is equal pay? Equal pay means that there should be no difference in the pay and contractual terms of a woman and a man doing equal work (or work of equal value) for the same employer.
Productivity It has been estimated that the under-utilisation of women s skills costs the UK economy 1.3-2% of GDP annually, and that eradicating the full-time gender pay gap would contribute additional spending into the economy of 41 billion each year. The reporting requirements Abbeycroft Leisure had a relevant workforce of 55, who worked during the relevant measurement period in 2020/2021. This is less than usual as most of the workforce was furloughed at this time due to the pandemic. Figure 1: The gender pay gap reporting measures Mean gender pay gap The difference between the mean hourly rate of pay of male employees and that of female employees Median gender pay gap The difference between the median hourly rate of pay of male employees and that of female employees Mean bonus gap The difference between the mean bonus pay paid to male employees and that paid to female employees Median bonus gap The difference between the median bonus pay paid to male employees and that paid to female employees Bonus proportions The proportions of male and female relevant employees who were paid any bonus pay during the relevant period Quartile pay bands The proportions of male and female full-pay employees in the lower, lower middle, upper middle and upper quartile pay bands
The Figures Composition of Workforce Composition of Workforce (Abbeycroft Leisure) Composition of Workforce 38% Male 38% (21) Female 62% (34) 62% No. of relevant employees 55 Male Female Abbeycroft Gender Pay Gap (averages) Abbeycroft Gender Pay Gap (averages) On average female employees earned -13.52% (mean) or -3.81% (median) more than male employees, compared to the national pay gap of +17.3% -13.52% Mean GPG -3.81% Median GPG
The Figures Continued Mean/Median Bonus Gender Pay Gap Bonus Gender Pay Gap 0 No Gap There were no bonuses paid in the relevant pay period. There is no bonus gender pay gap. Proportion of Males and Females in Each Quartile Pay Band Lower Middle Quartile Upper Middle Quartile Lower Quartile Lower Middle Quartile Upper Quartile 25% 29% 43% 46% 54% 57% 71% 75% Male Female Male Female Male Female Male Female
Composition of Staff Gender Part Time and Full Time Split 18.18% 38% PT Females FT Males 42% PT - F 20% 62% FT -M FT Females PT Males 20.00% Full Time Part Time Male Full Time Male Part Time Female Full Time Female Part Time At Abbeycroft 42% of the workforce is part-time and female but the data shows these staff are not impacted in any negative way in terms of pay
Abbeycroft Leisure Pay Gap Data Abbeycroft Leisure data shows that females on average earn more than males (Median - 3.81 % and Mean -13.52%), compared to national pay gap of 15.4% in 2021 (down from +17.3% in 2019). The median average is negligible given the relevant workforce of 55, and there is no negative impact on the females employed. The median average is the most representative measure across the workforce as it removes extremes in the data. The mean average gap shows that the average female (mean) earns 13.52% more than the average male. Abbeycroft did not pay any discretionary bonuses during the reporting period. Therefore there is no bonus gender pay gap. This measure is to identify any inequalities in the distribution of, or ability to, earn commission or extra bonus payments. Typically where the workforce relies on many part-time staff, who tend to be mostly female, the gap in pay tends to be higher. 69% of our workforce is part-time and female, against 68% last year; Abbeycroft data showns part-time females are no adversely affected by GPG. This is the fourth year Abbeycroft has reported a negative pay gap meaning that females have not been disadvantaged since 2018.
Abbeycroft Pay and Reward Abbeycroft adopted a 3 year single Pay and Reward Strategy in 2017 and continues to review pay on an equitable basis Since the merger in 2018 the composition of the workforce has changed significantly. Work has been done to ensure pay practice is fair and transparent The leadership and culture of Abbeycroft has been consistent in assuring that all aspects of people management including recruitment, access to development opportunities and promotion, has been fair and transparent. Practices have not been more favourable to one gender than the other. The data demonstrates that there is no significant difference in equality of opportunity or in average levels of pay Abbeycroft has a number of approaches and policies that underpin this transparency, fairness and equity Recruitment based on merit/skills and competency Clear, consistent, single approach to pay and reward; formal authorisation processes for any changes in pay Community Leisure UK Benchmarking data used as the basis for setting pay rates for all roles Well-designed pay scale with no overlap between bands Given the information in this report it is not felt that a specific remedial action plan is required. A report will be published on the Gov.uk website and Abbeycroft s website and communicated to Unison and staff
