Home > Gender Pay Reporting salessupport@claritybt.com WHO WE ARE WHAT WE DO NEWS CONTACT LOGIN Gender Pay Reporting Introduction From April 2017, all organisations that employ over 250 are required to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 The gender pay gap is defined as the differences in the average earnings of men and women over a standard time, regardless of their role seniority. This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation. The figures reported must be calculated using the ‘snap shot’ date of 5th April each year. Organisations must publish their report within a year of this date. This report therefore analyses data from 5th April 2018. Gender Analysis Level % Male % Female All company 2017 36% 64% All company 2018 29% 71% Gender Pay Reporting 2017 2018 Mean gender pay gap 19.64% 26.18% Median gender pay gap 11.95% 19.8% Mean bonus pay gap 54.40% 44% Median bonus pay gap -1.42% -1.13% Proportion male receiving bonus 21.21% 24.49% Proportion female receiving bonus 16.23% 12.57% The mean gender pay gap is the difference between the average of men’s and women’s hourly rate pay. The median gender pay gap is the difference between the midpoints in the ranges of men’s and women’s hourly rate pay. Quartile pay bands Quartile pay bands 2017 Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile Male 8% 20% 20% 48% Female 92% 80% 80% 52% Quartile pay bands 2018 Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile Male 20% 22% 27% 47% Female 80% 78% 73% 53% Summary Our profile and our overall results this year have been impacted by the merger with Portman Travel who had a 42% mean gender pay gap from 2017 which has been incorporated into our results this year. Overall, our median pay gap increased by 7.85% whilst our mean pay gap has increased by 6.54%. Our workforce remains predominantly female, and at our upper quartile the split between men and women is even (53% female and 47% male) representing that we have balance in senior positions. However, men and women are not equally represented at all other levels within the workforce. Analysis of our data across our four pay quartiles shows that, in the lower three quartiles there is still a significantly higher proportion of women, although the proportions have decreased since last year. This disparity is the root cause of our overall mean and median gender pay gap. Jane Harrington Group HR Director April 2019 Find out how brighter business travel can boost your bottom line. GET IN TOUCH WHO WE ARE MEET THE TEAM CAREERS WHAT WE DO OUR TECHNOLOGY GO2BOOK GO2TRACK GO2INSIGHT FLIGHTS RAIL TRAVEL HOTELS TRAVEL EXTRAS BRIGHTER EVENTS SPORTS TRAVEL EXPERIENCES DESTINATION SPORT EXPERIENCES MORE TRAVEL ADVICE: CORONAVIRUS (COVID-19) TRAVEL ADVICE: BREXIT AND NAVIGATING EUROPE TERMS & CONDITIONS TERMS OF USE PRIVACY POLICY COOKIE POLICY MODERN SLAVERY STATEMENT TAX STRATEGY GENDER PAY REPORTING We are a SAP Concur partner, the leader in travel expense management. FOLLOW US Licensed by the Commission for Aviation Regulation, TA 0699 Copyright © 2021 Clarity - The Business Travel Experts We use cookies on our website to give you the most relevant experience by remembering your preferences and repeat visits. You can select which cookies you accept with the options here. Customise cookie settings Accept all cookies