Individual Spotlight: Marc
Surrey Choices Gender Pay Gap Statement 2024
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 2024, 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 2023 there was a small gender pay gap of 2.3% which is positive towards our male colleagues.This is mainly due to having proportionately more male colleagues in managerial roles than in support roles (in total we have 3 times as many female employees than male). 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 2022 and 5 April 2023, 22 people received bonuses as follows:
• Three female employees received a ‘Length of Service’ bonus, 11 female employees received the ‘Refer a Friend’ scheme bonus, and five female employees received an honorarium in recognition for picking up additional responsibilities.
• One male employee received the ‘Refer a Friend’ scheme bonus, and threemale employees received an honorarium in recognition for picking up additional responsibilities.
There was a 33% bonus gender pay gap and this is due to the higher proportion of female staff receiving a bonus in the pay period.
The results for Surrey Choices April 2023 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 |
76.00% |
24.00% |
Median and Mean Hourly Rates
Mean gender pay gap: 2.3%
Median gender pay gap: –2.0%
Bonus Pay
Mean bonus pay gap: 33%
Median bonus pay gap: 34%
Proportion of males receiving a bonus: 9%
Proportion of females receiving a bonus: 6%
Keith Chandler
Chief Finance & Resources Officer
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