Gender Pay Gap
We welcome the opportunity to publish our gender pay gap report for 2019. You will find more details on reporting requirements and how the data is calculated on the Government website.The data for Brandon Trust for 2019 is as follows:
- Mean hourly rate – women’s hourly rate is 2.69% higher
- Median hourly rate – women’s hourly rate is 0.71% 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 26.1%||Women 73.9%|
|Upper middle quartile||Men 22.8%||Women 77.2%|
|Lower middle quartile||Men 28.1%||Women 71.9%|
|Lower quartile||Men 35.9%||Women 64.1%|
Our 2018 report in summary
Like many other organisations in the social care sector, Brandon has a predominantly female workforce. At 5 April 2018, the employees who were eligible to be included in the gender pay gap calculations were 71.8% women and 28.2% men. Our overall employee split of women to men continues to be typical of these percentages.
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 2.69% higher for women. Our aim is to achieve a 0% gender pay gap but understand that actual figures may fluctuate slightly from year to year (in 2017 the mean rate of pay was 1.2% lower 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 Trust, this figure is 0.71% higher for women.
We also have to report on how many women and men are in each quarter of our payroll. The top and lower middle quartiles are broadly reflective of the overall make-up of our workforce. The upper middle quartile shows a slighly lower proportion of men (22.8) while the lower quartile shows a slightly higher proportion of men (35.9%).
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 pay scales, ensuring all our staff are paid the same for comparable roles regardless of gender. Brandon does not operate a bonus scheme.