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 5 October 2021, 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 2020 there is still a small gender pay gap which is positive towards our male colleagues, which is mainly due to the 3 to 1 mix of female to male staff, with proportionally a slightly lower number of male staff in the more junior operational roles.
Importantly, men and women who undertake the same, or equivalent, work are paid within identical pay structures.
During 2020, five people received bonuses as follows:
- 3 female employees; 2 for receiving the ‘Refer a Friend’ Scheme bonus and 1 for recognition of the work carried out in the previous year.
- 2 male employees for recognition of the work carried out in the previous year.
The results for Surrey Choices April 2020 Gender Pay Gap Data, are as follows:
Quartile pay bands
|Upper: 75–100% of full-pay relevant||76.00%||24.00%|
|Upper middle: 50–75% of full-pay relevant employees||77.00%||23.00%|
|Lower middle: 25–50% of full-pay relevant employees||74.00%||26.00%|
|Lower: 0–25% of full-pay relevant employees||76.00%||24.00%|
Median and Mean Hourly Rates
Mean gender pay gap: 3.3%
Median gender pay gap: -2.6%
Mean bonus pay gap: 61%
Median bonus pay gap: 92%
Proportion of males receiving a bonus: 3%
Proportion of females receiving a bonus: 1%
Chief Finance & Resources Officer