Gender Pay Gap Statement
In the UK, public, private and voluntary sector organisations with 250 or more employees are required to report on their gender pay gaps annually and the Congregation are now required to report for the first time. The report shows the difference between the average earnings of men and women, expressed relative to men’s earnings. Employers must report six different measures, based on a snapshot of pay data on a date set out by the Government Equalities Office:
- median gender pay gap – the difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees
- mean gender pay gap – the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees
- median bonus gap – the difference between the median bonus pay paid to male relevant employees and that paid to female relevant employees
- mean bonus gap – the difference between the mean bonus pay paid to male relevant employees and that paid to female relevant employees
- bonus proportions – the proportions of male and female relevant employees who were paid bonus pay during the relevant period
- quartile pay bands – the proportions of male and female full-pay relevant employees in the lower, lower middle, upper-middle and upper quartile pay bands
This report covers the 2024-25 reporting cycle, using a snapshot date of 5 April 2024.
The Congregation has clear salary ranges in place for all job roles which ensures that everyone is paid fairly for undertaking the same or a similar role.
Workforce
On the snapshot date of 5 April 2024 there were 257people in our workforce, 24 men and 233 women.
Our pay quartiles
|
|
Numbers |
Percentages |
||
|
|
Men |
Women |
Men |
Women |
|
Upper quartile |
7 |
57 |
10.94% |
89.06% |
|
Upper-middle quartile |
4 |
60 |
6.25% |
92.75% |
|
Lower-middle quartile |
8 |
56 |
12.50% |
87.50% |
|
Lower quartile |
5 |
60 |
7.69% |
92.31% |
Our median gender pay gap
To calculate our median gender pay gap, we first rank all our people by their hourly pay. Then we compare what the woman in the middle of the female pay range received with what the man in the middle of the male pay range received. The difference between these figures is the median gender pay gap.
The difference in our median pay for women and men
|
|
Men |
Women |
Pay Gap |
|
Median hourly pay |
£13.67 |
£13.69 |
-0.14% |
The woman in the middle of the male pay range received a similar hourly pay as the man in the middle of the male pay range and there a very small median gender pay gap. The median pay rates for men and women are broadly equal.
Our mean gender pay gap
To calculate the mean pay gap, we add together all the hourly pay rates that women received, divided by the number of women in our workforce. We then repeat this calculation for men. The difference between these figures is the mean gender pay gap.
The difference in our mean pay for women and men
|
|
Men |
Women |
Pay Gap |
|
Mean hourly pay |
£15.93 |
£15.83 |
0.6% |
The average pay for women was 0.6% less per hour than the average pay for men. This means gap means that for every £1 a man received, a woman received £0.99p. This is because although our institutions have more women than men employed most men are employed in senior roles and it is the senior roles which have an impact on our mean gender pay gap.
Our bonus pay gap
There were no bonus’ paid in the year.