Employer comparison
Your comparison list contains 0 employers
Comparison for 2017-18
Change reporting year
| Employer | Action | Status | Employee headcount | Gender pay gap (hourly pay) | Percentage of women in each pay quarter | Who received bonus pay | Gender pay gap (bonus pay) | ||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Mean | Median | Lower | Lower middle | Upper middle | Upper | Women | Men | Mean | Median | ||||
Scroll for more
Understanding gender pay gap figures
The gender pay gap is calculated as the difference between the average hourly earnings of men and women, as a proportion of the average hourly earnings of men. (Earnings do not include overtime.)
The gender pay gap is usually a positive or negative percentage.
Positive percentage:
- women earn less than men in pay or bonuses
- example: a 5% gender pay gap means women are paid 5% less than men
Negative percentage:
- women earn more than men in pay or bonuses
- example: a -5% gender pay gap means women are paid 5% more than men
Mean and median
The gender pay gap is shown as 2 types of average – median and mean.
The mean is the total hourly pay of all employees divided by the number of people in the group. The mean is more commonly used for considering averages.
The median is the middle figure when hourly pay is arranged in order from highest to lowest.
Median:
- less distorted by very high or low figures
- may hide imbalances in pay in very high or very low earnings
Mean (average):
- more weight is placed on earnings at the top and bottom ends
- can be distorted by very high or low figures
- can highlight imbalances in pay in very high or very low earnings
Pay quarters
Pay quarters show the percentage of men and women in 4 equally-sized groups based on their hourly pay. They indicate how women are represented at different levels of the organisation.