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 2022, 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 2021 there is still a small gender pay gap 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).
Importantly, men and women who undertake the same, or equivalent, work are paid within identical pay structures.
Between 6 April 2020 and 5 April 2021, 138 people received bonuses as follows:
- 108 female employees; 5 for receiving the ‘Refer a Friend’ Scheme bonus, 1 for recognition of the work carried out in the previous year, 9 received a Coronavirus-19 bonus and 93 received an incentive bonus
- 30 male employees; 1 received a Coronavirus-19 bonus and 29 received an incentive bonus.
All of the bonuses paid in the qualifying period were at a flat rate pro rata to hours and the 8% gender pay gap is due to the higher proportion of female part time staff (24% compared to male colleagues (10%)
The results for Surrey Choices April 2021 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||76.00%||24.00%|
|Lower middle: 25–50% of full-pay relevant employees||76.00%||24.00%|
|Lower: 0–25% of full-pay relevant employees||76.00%||24.00%|
Median and Mean Hourly Rates
Mean gender pay gap: 5.9%
Median gender pay gap: 0.3%
Mean bonus pay gap: 8%
Median bonus pay gap: 0%
Proportion of males receiving a bonus: 42%
Proportion of females receiving a bonus: 47%
Chief Finance & Resources Officer