We believe in having an inclusive working environment - one where everyone is valued, remunerated fairly and supported to reach their full potential. This is fundamental to our Society’s culture.

What is the Gender Pay Gap?

It’s the difference in average hourly pay received by men and women across all jobs within an organisation.

Gender pay gap reporting requirements were introduced in 2017 as part of the Government’s efforts to reduce the gender pay gap within a generation. Organisations with more than 250 employees must publish their pay gap statistics annually by 5th April.

We welcome the Government’s new gender pay reporting regulations and support greater transparency in this area.

Is the gender pay gap different from equal pay?

Yes, there are important differences between the gender pay gap and equal pay.

The gender pay gap measures the difference in the average pay between men and women, so it’s affected by the type of jobs that men and women carry out.

Women represent nearly two thirds (82%) of our workforce. However, we have more women than men in our junior jobs and fewer women than men in our more senior jobs. This is essentially what creates our gender pay gap.

Equal pay is about the pay of men and women who are carrying out the same or equivalent jobs. We’re confident we don’t have issues with equal pay.  We set pay rates for each role and anyone appointed to those roles receives the same rate of pay.

Our gender pay gap

As of 5th April 2017, our mean average gender pay gap was 18%.
As of 5th April 2018, our mean average gender pay gap was 13%.

This is not a comparison of the pay received by men and women doing the same job.

This figure is affected by our workforce profile (the spread of men and women in different roles):

Females: We have 383 female staff.
1 female is part of the Senior Management Team (CEO/Director Level);
3 females work as Operations Managers (middle management);
At site management level, there are 26 females (junior management).
This means that 353 females work in more junior roles.

Males: We have 82 male staff.
5 males are part of the Senior Management Team (CEO/Director Level);
No males work as Operations Managers (middle management);
At site management level, there is 1 male (junior management).
This means that 76 males work in more junior roles.

Pilgrims’ Friend Society has prepared its gender pay reporting data in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. I confirm that the information provided is accurate at the date of collation and hope that the additional detail provided helps you understand the reasons behind our statistical gender pay gap.”

- Stephen Hammersley, Chief Executive