Gender Pay Gap Report
What is the Gender Pay Gap Report?
The legislation was introduced in 2017 and requires organisations with over 250 employees to publish statutory gender calculations annually thereafter. The purpose of the report is to analyse the scale of the gender pay gap between male and female employees. It is legislation the report must be published by 30th March each year, if working in the Public Sector. The snapshot date for the report is 31st March. This date is reflective of all calculations produced throughout this report.
The information that is requested to be published; each year is as follows:
- the difference in the mean pay of full-pay men and women, expressed as a percentage;
- the difference in the median pay of full-pay men and women, expressed as a percentage;
- the difference in mean bonus pay of men and women, expressed as a percentage;
- the difference in median bonus pay of men and women, expressed as a percentage;
- the proportion of men and women who received bonus pay; and
- the proportion of full-pay men and women in each of four quartile pay bands
This report outlines the gender pay gap analysis for Brunel Academies Trust and describes the actions taken to minimise the gender pay gap. The statutory calculations are also published on the Gender Pay Gap reporting website of the Government Equality Office: https://www.gov.uk/Gender Pay Gap Reporting
The figures in this report have been reached using the parameters that are set out in the gender pay gap reporting legislation.
It is crucial to point out, Equal Pay is different to the Gender Pay Gap. Equal pay relates directly to comparing the pay of men and women carrying out the same / similar jobs or work of equal value – equal pay for equal work. It is illegal to pay people differently due to their gender and this does not occur at Brunel.
Brunel Gender Pay Gap Report 2022/2023