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Surrey Choices Gender Pay Gap Statement 2023
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 April 2023, 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 2022 there was a small gender pay gap of 3% which is positive towards our male colleagues. This is mainly due to having 2 male colleagues in the Executive Team, compared to only one female colleague (who is also the Managing Director). However, the gap has reduced from the previous year.
Importantly, men and women who undertake the same, or equivalent, work are paid within identical pay structures.
Between 6 April 2021 and 5 April 2022, 282 people received bonuses as follows:
- 195 female employees received a Recognition& Retention Award nine female employees received the ‘Refer a Friend’ scheme bonus, seven female employees received a recognition of their work carried out in the previous year.
- 66 male employees received a Recognition & Retention Award, one male employee received the ‘Refer a Friend’ scheme bonus, four male employees received a recognition of their work carried out in the previous year.
All of the bonuses paid in the qualifying period were at a flat rate pro rata to hours and the 1% bonus gender pay gap is due to the higher proportion of female part time staff (32% compared to male colleagues (24%).
The results for Surrey Choices April 2022 Gender Pay Gap Data, are as follows:
Quartile pay bands
| Female | Male | |
| Upper: 75–100% of full-pay relevant | 75.00% | 25.00% |
| Upper middle: 50–75% of full-pay relevant employees | 75.00% | 25.00% |
| Lower middle: 25–50% of full-pay relevant employees | 75.00% | 25.00% |
| Lower: 0–25% of full-pay relevant employees | 75.00% | 25.00% |
Median and Mean Hourly Rates
Mean gender pay gap: 3.05%
Median gender pay gap: -3.0%
Bonus Pay
Mean bonus pay gap: 1%
Median bonus pay gap: 0%
Proportion of males receiving a bonus: 100%
Proportion of females receiving a bonus: 100%
Keith Chandler
Chief Finance & Resources Officer
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