male and female office worker

Gender Pay Gap Reporting

Every year, all companies operating in England, Scotland or Wales with more than 250 employees are required to publicly report on their gender pay gap figures – this is known as gender pay gap reporting. Each year, the deadline for public sector companies to publish their figures is 30 March, and for companies within the private or voluntary sectors the deadline is 4 April. Gender pay gap reporting was introduced in April 2017 to highlight pay discrepancies amongst workers across the UK, and create the pressure needed for change.

If you’re working at a company with more than 250 employees in an HR role, you may be responsible for gathering the salary data for men and women across the business. If you work in finance, you may be asked to check that all report calculations are correct, and if you’re in a marketing role, you may be asked to help put the report together in a professional manner and publish it to the company website.

Click on each section below to read more
Working towards equality in the workplace
There are many benefits that result from equality and diversity in the workplace, which is why it’s important for companies to work towards closing any gender pay gaps. Gender pay gaps can be caused by a variety of factors such as unusually high salaries of certain employees, or others having to take a pay cut to balance work with caring responsibilities.
Understanding gender pay vs equal pay
A gender pay gap shows the difference in average pay across all of the men and women in an organisation, industry or country as a whole. It can be driven by the differing number of men and women across all roles. This is not the same as an equal pay comparison which looks at how much men and women are paid for carrying out the same role.
Mean and median gaps explained

You will find that companies report on both their mean gender pay gap and median gender pay gap. Both of these figures don’t account for age, previous experience or difference in job roles, however the median gender pay gap is most often viewed as the most representative calculation.

mean gender pay gap is the percentage difference in average pay of men and women across an organisation. This is calculated by adding up all the hourly pay rates for all women employees, and dividing it by the number of women. The same is then done for the men and the difference is compared.

median gender pay gap is calculated by listing all men and women employees’ wages from highest to lowest, and comparing the number that sits in the middle for each gender. To help explain further, imagine all the women in a workplace standing in one line, from lowest paid by hour to highest, and all the men doing the same in another line. The median gender pay gap is the percentage difference in hourly pay between the woman in the middle of the line, and the man in the middle of the line. Hourly pay used for the calculation includes leave and any shift premiums, but not overtime worked.

Information found in a gender pay gap report

A gender pay gap report includes the following figures:

  • Mean gender pay gap for hourly pay 
  • Median gender pay gap for hourly pay
  • Mean bonus gender pay gap 
  • Median bonus gender pay gap
  • Proportion of men and women receiving a bonus payment
  • Proportion of men and women in each hourly quartile band (a pay quartile is calculated by listing the hourly rates for everyone across a business, then dividing them into four equal sized groups. The percentage of men and women in each group is then calculated).

In addition to the above figures, companies provide a written statement that’s signed by a senior employee confirming that all calculations are accurate. This may also include a narrative of why a gender pay gap is present and what they intend to do to try to close it.

Once the report is complete, it needs to be published somewhere accessible on a company’s own website and on a government website for anyone to view.

How Tate support gender equality

Although Tate don’t have to report on gender pay gap figures each year, they review pay across all employees enabling them to track progress on our Gender Equality strategy. All Tate recruitment consultants take and have access to Unconscious Bias training to help remove any biases when recruiting for any of our job vacancies.

If you ever feel that you’re being paid unfairly in any way, voice your concerns and discuss the matter with your manager or Tate recruitment consultant. If you’re registered with Tate, our consultants will provide you with a passionate, professional and personal service to help you with any obstacles you face in your career journey.