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 the 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%.

As of 5th April 2019, our mean average gender pay gap was 16.7%.

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).  At 5th April 2019:

We had 408 female staff.
1 female was part of the Senior Management Team (CEO/Director Level);
8 females worked at middle management level;
At site management level, there were 24 females (lower management).
This means that 375 females worked in more junior roles.

We had 91 male staff.
5 males were part of the Senior Management Team (CEO/Director Level);
3 males worked at middle management level;
At site management level, there were 3 males (lower management).
This means that 83 males worked 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