Gender Pay Gap Statement 

Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, with effect from 6 April 2017, we are required to publish gender pay gap information by reporting the percentage differences in pay between male and female employees.

As at the ‘Snapshot date’, 5th April 2018, the results are as follows:

  • The mean gender pay gap is 7.5% a reduction of 1.1% over last year
  • The median gender pay gap is 6.9% a reduction of 2.0% over last year
  • No Bonuses were paid


Gender Pay by Quartiles:

                                                     Males                 Females

Lower Quartile                               5.6%                   94.4%

Lower Middle Quartile                12.5%                    87.5%

Upper Middle Quartile                 20.8%                   79.2%

Upper Quartile                              18.1%                   81.9%



We are committed to taking any steps necessary to reduce or eliminate the gender pay gap.  We have implemented a number of actions intended to reduce the gender pay gap, including a review of staff bonus schemes, recruitment processes and career development opportunities.

We are committed to the principle of equal opportunities and equal treatment for all employees.  There is a clear policy of paying employees equally for the same or equivalent work.  As such, we evaluate job roles and pay grades as necessary to ensure a fair structure.

We are therefore confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work.  Rather our gender pay gap is the result of the roles in which men and women work and the salaries that these roles attract.


Naomi Cornelius-Reid