Background
- The Government requires all organisations with over 250 staff to calculate and publish the difference in average pay between all men and women in the organisation.
- HRP’s results can be found below. The mean and median hourly gender pay gap calculations show a snapshot of the average organisational position as of 5th April 2022. The mean and median bonus pay gap relates to the 12-month period up to and including 5th April 2022.
- Where relevant, comparisons have been made to the results that were published for the 2020-21 year.
Gender Pay Reporting Results
HRP’s results are as follows, with the 2020-21 results shown in brackets:
Mean hourly gender pay gap = 2.29% lower for women (3.46% in 2020-21)
Median hourly gender pay gap = 4.39% lower for women (0.32% in 2020-21)
Quartiles:
Upper Quartile: 39%(43%) men, 61% (57%) women
Upper Mid Quartile: 49% (48%) men, 51% (52%) women
Lower Mid Quartile: 45% (47%) men, (53%)
Lower Quartile: 35% (41%) men, 65% (59%) women
() = 2020-21 figure
Bonus Pay Data Reporting Results
- Mean bonus gender pay gap = 0% (40.5% in 2020-21)
- Median bonus gender pay gap = 0% (33.3% in 2020-21)
- Proportion of males and females receiving a bonus payment = 0% of males and 0% of females (2.3% of males and 1.3% of females in 2020-21)
Bonus Pay Data Reporting Results
- Mean bonus gender pay gap = 0% (40.5% in 2020-21)
- Median bonus gender pay gap = 0% (33.3% in 2020-21)
- Proportion of males and females receiving a bonus payment = 0% of males and 0% of females (2.3% of males and 1.3% of females in 2020-21)
Actions
We will continue to:
- Take action to further support and promote female talent and succession within the organisation, especially in senior roles.
- Promote gender diversity in roles which have traditionally been perceived as being more ‘masculine’ or ‘feminine’ (i.e., roles with a security requirement remit which are generally dominated by men, and seasonal/casual roles which are generally dominated by women).
- Carry out a full review of our pay and grading structure, as we want to ensure there remains an objective and equitable framework for how we determine pay levels for each role, and that any remuneration is fairly proportioned between both genders where practicable.
In addition to the above, going forward we will start to monitor and assess if there are any pay or bonus gaps for staff with other protected characteristics, such as ethnicity. With the support of our staff Inclusivity Network, we will develop targeted action plans to promote an increase in diversity in recruitment and succession of underrepresented groups.