Gender Pay Gap Reporting At Stewarts
STEWARTS – GENDER PAY GAP REPORTING
This report sets out the gender pay gap results as required by The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. The six key metrics are:
- The difference in the mean pay of full-pay men and women, expressed as a percentage
- The difference in the median pay of full-pay men and women, expressed as a percentage
- The difference in mean bonus pay of men and women, expressed as a percentage
- The difference in median bonus pay of men and women, expressed as a percentage
- The proportion of men and women who received bonus pay
- The proportion of full-pay men and women in each of four quartile pay bands
Calculations from data taken as at 5 April 2023 are considered to be accurate and are as follows:
| Mean gender pay gap | Median gender pay gap | Mean bonus gender pay | Median bonus gender pay gap | Proportion of males receiving a bonus | Proportion of females receiving a bonus |
|---|---|---|---|---|---|
| 14.1% | 4.4% | n/a | n/a | n/a | n/a |
| Proportion of staff in each quartile | ||||
|---|---|---|---|---|
| Lower quartile | Lower middle quartile | Upper middle quartile | Upper quartile | |
| Male | 34% | 29% | 44% | 60% |
| Female | 66% | 71% | 56% | 40% |
It is important to note that “gender pay gap” is different to “equal pay” which is the difference between men and women who carry out similar jobs. Stewarts is committed to equal pay for work of equal value and supports the fair treatment and reward of all staff irrespective of gender.
Martin Stewart