Surrey Choices renews Disability Confident Leader status
Surrey Choices Gender Pay Gap Statement 2025
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 and as an equal opportunities’ employer, Surrey Choices fully supports this initiative.
To meet reporting requirements, by 5 April 2025, we are publishing the results on our own website, and externally as required under the regulations. We will continue to carry out these calculations and publish the results annually.
Surrey Choices Gender Pay Gap Reporting results indicate that in April 2024 there was a gender pay gap of 4% which is positive towards our male colleagues. This is mainly due to the Executive Team consisting of male colleagues. In total, the proportion of female and male colleagues in managerial and senior roles is split 75% female and 25% male. The pay gap at Surrey Choices has increased from the previous year.
Importantly, men and women who undertake the same, or equivalent, work are paid within identical pay (and bonus pay) structures.
Between 6 April 2023 and 5 April 2024, 39 people received bonuses as follows:
- 16 female employees received a ‘Length of Service’ bonus, 16 female employees received the ‘Refer a Friend’ scheme bonus, and three female employees received an honorarium in recognition for picking up additional responsibilities.
- One male employee received a ‘Length of Service’ bonus, three male employees received the ‘Refer a Friend’ scheme bonus, and three male employees received an honorarium in recognition for picking up additional responsibilities.
There was a 17% bonus gender pay gap in favour of male colleagues. Proportionally, more female colleagues received a bonus, however, the pay gap is due to more female staff receiving the first length of service payment of £50.
The results for Surrey Choices April 2024 Gender Pay Gap Data, are as follows:
Quartile pay bands
| Female | Male | |
| Upper: 75–100% of full-pay relevant | 74.00% | 26.00% |
| Upper middle: 50–75% of full-pay relevant employees | 73.00% | 27.00% |
| Lower middle: 25–50% of full-pay relevant employees | 73.00% | 27.00% |
| Lower: 0–25% of full-pay relevant employees | 73.00% | 27.00% |
Median and Mean Hourly Rates
Mean gender pay gap: 4%
Median gender pay gap: -4.0%
Bonus Pay
Mean bonus pay gap: 0%
Median bonus pay gap: 17%
Proportion of males receiving a bonus: 8%
Proportion of females receiving a bonus: 14%
Keith Chandler
Chief Finance & Resources Officer
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