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To evenly distribute these staff by gender, you can see that for every 9 females listed, one male should be listed with them. Maradona obituary - a flawed football genius, Warnings in US as millions travel for Thanksgiving, Maradona: An extraordinary life in pictures, How sunshine can make the railways greener. We use this information to make the website work as well as possible and improve government services. EY refers to the global organization, and may refer to one or more, of the member firms of Ernst & Young Global Limited, each of which is a separate legal entity. They will not be asked to report this at a later date. "It is better for everyone in society when we go to work with a fair wage.". The average gender pay gap for reporting companies decreased by just 0.5% since 2018/19. Ms Creasy said it was time to end the "culture of discrimination and the culture of secrecy that causes it". She said: “Gender pay gap reporting has been a useful way to get employers to reflect on pay inequality in their organisations and to begin to address it. Her proposed law would also introduce mandatory ethnicity pay reporting and allow women to ask to see data if they suspect a disparity. Please refer to your advisors for specific advice. Registered company No. For more information please read this press release. Review our cookie policy for more information. Currently in England, this requirement only applies to private and public sector employers with at least 250 workers. At REBA we love to bring reward and employee benefits people together.We firmly believe it is important to make human connections in order to learn, grow, collaborate, share and build your own success.Contact us to find out how we can help you. Read about our approach to external linking. It will take only 2 minutes to fill in. It is unlawful to pay people unequally because they are a man or a woman. We use this information to make the website work as well as possible and improve government services. remember settings), Performance cookies to measure the website's performance and improve your experience, Advertising/Targeting cookies, which are set by third parties with whom we execute advertising campaigns and allow us to provide you with advertisements relevant to you,  Social media cookies, which allow you to share the content on this website on social media like Facebook and Twitter. For more information about our organization, please visit ey.com. This means there are 81 employees in the lower quartile, 80 employees in the lower middle quartile, 81 employees in the upper middle quartile, and 80 employees in the upper quartile. Labour's Stella Creasy led the call for changes to the threshold as she presented a bill to Parliament. This report from the Equality Trust aims to identify some of the key trends of note across three years of government mandated gender pay gap reporting, offering some conclusions on the impact of mandatory reporting in reducing the gender pay and bonus gaps. How to make the calculations you need to report your organisation's gender pay gap data. All content is available under the Open Government Licence v3.0, except where otherwise stated, National restrictions in England until 2 December, Advisory, Conciliation and Arbitration Service, Gender pay gap figures you’ll need to calculate, Gender pay gap quartile figures you must calculate, gathered specific data from your organisation’s payroll, Gender pay gap reporting: data you must gather, Gender pay gap reporting: what employers must publish, Rules that have been relaxed to help businesses during the coronavirus pandemic, Coronavirus (COVID-19): guidance and support, Transparency and freedom of information releases, proportion of males and females receiving a bonus payment, proportion of males and females in each pay quartile, mean figure (the difference between the average of men’s and women’s pay), median figure (the difference between the midpoints in the ranges of men’s and women’s pay), Add together the hourly pay rates of all male full-pay relevant employees, Divide this figure by the number of male full-pay employees – this gives you the mean hourly pay rate for men, Add together the hourly pay rates of all female full-pay relevant employees, Divide this figure by the number of female full-pay employees – this gives you the mean hourly pay rate for women, Subtract the mean hourly pay rate for women from the mean hourly pay rate for men, Divide the result by the mean hourly pay rate for men, Multiply the result by 100 – this gives you the mean gender pay gap in hourly pay as a percentage of men’s pay, Arrange the hourly pay rates of all male full-pay relevant employees from highest to lowest, Take the hourly pay rate of the middle ranked man – this gives you the median hourly rate of pay for men, Arrange the hourly pay rates of all female full-pay relevant employees from highest to lowest, Take the hourly pay rate of the middle ranked woman – this gives you the median hourly rate of pay for women, Subtract the median hourly pay rate for women from the median hourly pay rate for men, Divide the result by the median hourly pay rate for men, Multiply the result by 100 – this gives you the median gender pay gap in hourly pay as a percentage of mens’ pay, proportion of males and females who got bonus payments, Get the number of male relevant employees who were paid bonus pay in the 12 months to the snapshot date, Divide this by the number of male relevant employees, Multiply the result by 100 – this gives you the percentage of males who were paid a bonus, Get the number of female relevant employees who were paid bonus pay in the 12 months to the snapshot date, Divide this by the number of female relevant employees, Multiply the result by 100 – this gives you the percentage of females who were paid a bonus, Add together the bonus payments made to all male relevant employees in the 12 months to the snapshot date, Divide this figure by the number of male relevant employees – this gives you the mean amount of bonus pay for men, Add together the bonus payments made to all female relevant employees in the 12 months to the snapshot date, Divide this figure by the number of female relevant employees – this gives you the mean amount of bonus pay for women, Subtract the mean bonus amount for women from the mean bonus amount for men, Divide the result by the mean bonus amount for men, Multiply the result by 100 – this gives you the mean gender pay gap for bonuses as a percentage of men’s pay, Arrange the bonus pay amounts paid to all male relevant employees in the year to the snapshot date from highest to lowest, Take the bonus pay amount of the middle ranked man – this gives you the median bonus pay figure for men, Arrange the bonus pay amounts paid to all female relevant employees in the year to the snapshot date from highest to lowest, Take the bonus pay amount of the middle ranked woman – this gives you the median bonus pay figure for women, Subtract the median bonus pay figure for women from the median bonus pay figure for men, Divide the result by the median bonus pay figure for men, Multiply the result by 100 – this gives you the median gender pay gap for bonus pay as a percentage of men’s pay, rank your full-pay relevant employees from highest to lowest paid, divide this into 4 equal parts (‘quartiles’), work out the percentage of men and women in each of the 4 parts, divide the number of male full-pay relevant employees by the total number of full-pay relevant employees and multiply by 100 – this gives you the percentage of males in the quartile, divide the number of female full-pay relevant employees by the total number of full-pay relevant employees and multiply by 100 – this gives you the percentage of females in the quartile.

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