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Comparison for 2025-26
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| 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 | ||||
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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:
- a positive percentage shows that women earn less than men in pay or bonuses – for example, a gap of 5% means women are paid 5% less than men
- a negative percentage shows that women earn more than men – for example, a gap of -7% means women are paid 7% more than men
The median gender pay gap figure
This is the difference between the median hourly pay for men and the median hourly pay for women. The median figure is the hourly pay of the man or woman in the middle of a list, ordered from highest to lowest paid.
If there is an even number of men or women, the median is the mean average of the 2 employees in the middle.
Medians are useful to indicate the ‘typical’ situation. They are not distorted by very high or low hourly values. But they may make some gender pay gap issues harder to identify – for example, if the issues are most among the lowest paid or highest paid employees.
The mean (average) gender pay gap figure
To work out their mean gender pay gap, employers add together the hourly pay of all their male employees and divide that figure by the number of men. They repeat this for women.
Mean averages are useful because they place the same value on every number they use, giving a good overall indication of the gender pay gap. But very high or low hourly pay can ‘dominate’ and distort the figure.
Pay quarters
Pay quarters give an indication of women's representation at different levels of the organisation.
To make this calculation, employers have to list all their employees from highest to lowest hourly pay. They then divide this list into 4 quarters, and work out the percentage of men and women in each quarter.