Our Gender/BME Pay Gaps
Salaries – Diversity comparisons as at 31 March 2023
| All | Female | Male | |
| Number | 18 | 12 | 6 |
| Gender pay gap (mean) | 0% | ||
| Gender pay gap (median) | 6.8% |
| Female | Male | |
| Upper quartile | 50% | 50% |
| Upper middle quartile | 50% | 50% |
| Lower middle quartile | 75% | 25% |
| Lower quartile | 50% | 50% |
Racially and ethnically minoritised group
| All | REM | Non-REM | |
| Number | 18 | 4 | 14 |
| REM pay gap (mean) | 10% | ||
| REM pay gap (median) | 0% |
| BAME | Non-BAME | |
| Upper quartile | 0% | 100% |
| Upper middle quartile | 75% | 25% |
| Lower middle quartile | 25% | 75% |
| Lower quartile | 25% | 75% |
Race and gender pay gaps
As at March 31st 2023 our gender and racially and ethnically minoritised group pay gaps were as above. In an organisation as small as ours (18 staff) any churn in staffing can have a marked impact on results. We calculate by mean (average) and median (the middle salary if all are lined up in a row). These can differ markedly due to the distribution of seniority.
Gender – the staffing complement is 12 women and 6 men. Our pay gap at the year end was 0% (mean) and 6.8% median. This means on average women were paid the same as men and 6.8% more on a median basis. In a staff team of this size, we consider this difference marginal.
Black and minority ethnic background – we ask staff to self-define. The staffing complement is 4 BAME and 14 non-BAME. Our pay gap was 10.5% (mean) and 0% median. This means on average REM staff were paid 10.5% less on average, but the same on a median basis. This is because no staff in the upper quartile are REM.
Clearly a gap of 10.5% is more than marginal and our progression pay scales will improve this at least over the next few years – it is an improvement from last year when the pay gap was 17.2% (mean). However, we are encouraged by the ‘direction of travel’ insofar as the REM ‘pipeline’ of middle managers will hopefully hold more senior roles in the sector in years to come.
