Surrey Choices are an employer required by law to carry out Gender Pay Gap Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. The challenge across Great Britain is to eliminate any gender pay inequality: as an equal opportunities’ employer, Surrey Choices fully supports this initiative.
To meet reporting requirements, by 4 April 2020 we are publishing the results on our own website, and externally as required under the regulation. We will continue to carry out these calculations and publish the results annually.
Surrey Choices Gender Pay Gap Reporting results indicate that in April 2019 there is a small gender pay gap which is positive towards our male colleagues. This change in result from 2018 is mainly due to three new male colleagues joining the senior team in the intervening year (however note that we still have twice as many female colleagues than men in the 12 strong Senior Management Team). Importantly, men and women who undertake the same, or equivalent, work are paid within identical pay structures.
During 2018, two people received bonuses as follows:
- 1 female employee for taking on additional responsibilities.
- 1 male employee for acting up into the vacant Managing Director role.
The results for Surrey Choices April 2019 Gender Pay Gap Data, are as follows:
Quartile pay bands
|Upper: 75–100% of full-pay relevant||79.00%||21.00%|
|Upper middle: 50–75% of full-pay relevant employees||71.00%||29.00%|
|Lower middle: 25–50% of full-pay relevant employees||77.00%||23.00%|
|Lower: 0–25% of full-pay relevant employees||75.00%||25.00%|
Median and Mean Hourly Rates
Mean gender pay gap: 4.4%
Median gender pay gap: -0.3%
Mean bonus pay gap: 87.5%
Median bonus pay gap: 87.5%
Proportion of males receiving a bonus: 1.35%
Proportion of females receiving a bonus: 0.44%
Chief Finance & Resources Officer