Gender Pay Gap
Introduction
City & Guilds have been publishing the UK gender pay gap report for four years now, and this year we are adding this additional resource to align our analysis with research trends. Statutory gender pay gap reports compare the average salary of all women and the average salary of all men in an organisation and differ from equal pay audits, which compare women’s and men’s salaries in identical roles. Our findings are based on data as at 5 April 2020. We have seen some encouraging movement this year and have set targets to close our gaps further in the coming years.
Mean gender pay gap
Median gender pay gap
per year to 2025
Our commitment to inclusion and diversity has always been implicit within our organisational purpose (to ‘help people, organisations and economies develop their skills for growth’) but in recent years we have sought to connect the two intents more explicitly. We are currently exploring how we can evidentially demonstrate how our social impact starts with internal equity and ends with our external contribution to the United Nations sustainable development goal to ‘achieve gender equality and empower all women and girls’.
What have we found?
Women are very significantly over-represented in our lowest pay quartile (67.8% of all employees in this quartile are women, compared to only 54.2% of overall headcount being women). Under-representation across the three higher quartiles is relatively evenly spread and the smallest deviation from overall headcount proportions is observed within our uppermost quartile. We have significant bonus gaps this year, predominantly due to our corporate bonus scheme not paying out and women being under-represented in our highest paying sales incentive scheme.
Mean bonus gap
Median bonus gap