Gender Pay Gap
We welcome the opportunity to publish our gender pay gap report. You can find more details on reporting requirements and how the data is calculated on the Government website.
The data for Brandon Trust for 2022 is as follows:- Mean hourly rate – women’s hourly rate is 0.5% higher
- Median hourly rate – women’s hourly rate is 0.8% higher
- Bonus gender pay gap – not applicable as Brandon doesn’t operate a bonus scheme
Proportion of females and males in each quartile bracket:
| Top quartile | Men 23.8% | Women 76.2% |
| Upper middle quartile | Men 32.2% | Women 67.8% |
| Lower middle quartile | Men 24.1% | Women 75.9% |
| Lower quartile | Men 33.3% | Women 66.7% |
Our 2022 report in summary
Our workforce
Like many other organisations in the social care sector, Brandon has a predominantly female workforce. At 5 April 2022, the employees who were eligible to be included in the gender pay gap calculations were 71.6% women and 28.4% men. Our overall employee split of women to men continues to be typical of these percentages.
Our aim is to achieve a 0% gender pay gap across our workforce, acknowledging that actual figures may fluctuate slightly from year to year.
Mean hourly rate of pay
The mean rate of pay is the difference between the average hourly rate of pay for women and men. For Brandon, this figure is 0.5% higher for women (an improvement from last year's figure of 1.7% higher for women).
Median hourly rate of pay
The median rate of pay is the difference between the midpoints in the ranges of men’s and women’s hourly rate of pay. For Brandon, this figure is 0.8% higher for women (an improvement from last year's figure of 1.6% higher for women).
Quartiles
We also have to report on how many women and men are in each quarter of our payroll. The top and lower middle quartiles show a slightly lower than average proportion of men (23.8% and 24.1%). The upper middle and bottom quartiles show a slightly higher proportion of men (32.2%, 33.3%).
Brandon does not discriminate on grounds of gender and complies in full with the Equality Act 2010. We are absolutely committed to the principle of gender pay equality. Jobs are evaluated and placed on pre-set spot rates or pay scales, ensuring all our staff are paid the same for comparable roles regardless of gender. Brandon does not operate a bonus scheme.
