Gender Pay Gap

Gender pay gap legislation was introduced by the Government in April 2017 and requires employers with over 250 employees to calculate and publish their annual pay gap data. 

A gender pay gap is a measure of the difference between the earnings of men and women and it is important to emphasise that the gender pay gap is not the same as equal pay. Our pay gap is not a result of equal pay issues; it does not mean that women are being paid less than men performing the same role or “work of equal value”. We regularly monitor equal pay as a legal and moral obligation.

The gender pay gap is calculated by taking all employees across our organisation and comparing the mean and median pay between men and women. This means that even though we have clear, externally benchmarked salaries in place for all jobs to ensure that everyone is paid fairly for undertaking the same or a similar role, it is still possible to have a gender pay gap.

A significant determining fact in our pay gap is that our domestic roles, for example, cleaning and laundry staff, are almost exclusively applied for by female candidates. The Senior Leadership Team is split between males and females, with 67% of roles occupied by females.

Through continual education and development, we continue to be committed to ensuring that we adopt standards and approaches which seek to safeguard equality in the workplace. Vacancies are open to all and staff are treated equally throughout the selection process and their employment.

Gender Pay Gap Report 2025 – full audit information

The mean hourly rate gender pay gap has increased fractionally to 13.6% from 13.4% in 2024. The median hourly rate gender pay gap remains unchanged at 20.3% from 2024 to 2025.  Given this minimal change, it is reasonable to conclude that the gap has remained consistent with last year.

Please click here for our pay gap report archive.