Customer Careers You are here: Home > News > GLL Gender Pay Gap Report for 2018/19 By continuing to browse the site you are agreeing to our use of cookies. Find out more here » Home Our Services Adding Value Vision & Culture Our Partners Awards Sport Foundation Community Foundation Gender Pay Gap Report Key Facts News Contact Us GLL GENDER PAY GAP REPORT FOR 2018/19 Mean = average Median = the middle number The mean gender pay gap for GLL is -9.28 The median gender pay gap for GLL is -6.36 The mean gender bonus gap for GLL 17.5% The median gender bonus gap for GLL is 9.4% The proportion of male employees in GLL receiving a bonus* is 21% and the proportion of female employees receiving a bonus is 12.6% *GLL’s bonus is an attendance-related bonus (ARB) scheme and not based on the organisation’s or individual’s performance. It is only payable to permanent leisure and corporate support staff in London. In locations where ARB is offered, 53.6% of the eligible workforce is female. Pay quartiles by gender Band Males Females Description A 47.0% 53.0% Includes all employees whose standard hourly rate places them at or below the lower quartile B 48.7% 51.3% Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median C 42.5% 57.5% Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile D 36.1% 63.9% Includes all employees whose standard hourly rate places them above the upper quartile The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Explaining GLL’s gender pay report Equal pay and the gender pay gap both deal with the disparity of pay that women receive in the workplace. Under the law, men and women must receive equal pay for: the same or broadly similar work; work rated as equivalent under a job evaluation scheme; or work of equal value. The gender pay gap is a measure of the difference between men’s and women’s average earnings across the same organisation or the labour market as a whole. In the UK, there is currently a gender pay gap of 8.6% for full-time employees (source: ONS – data 2018). GLL is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We have a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). As such, we: carry out pay and benefits audits at regular intervals; evaluate job roles and pay grades as necessary to ensure a fair structure; work to set pay structures to ensure there is no unfairness of pay. We are showing a fairly equal balance in pay between genders at the lower pay quartiles. In the upper pay quartiles, the gender pay gap is showing positive results for female workers. This is our second gender pay gap report and we have found the results are largely the same as the previous year. The majority of new staff into GLL in the past year have come from new contract wins and staff TUPEing over. Our positive result can be explained by the fact that GLL’s business is focussed mainly on operating leisure centres, libraries and children’s centres and nearly 85% of our libraries and children’s centre staff are female, with 83% of management in libraries being female and 100% female management in children’s centres. In addition, the majority of GLL’s workforce is from our active leisure division, where nearly 54% of workers are female. Within the leisure division, some of the most highly paid roles based on an hourly rate are Fitness Class Instructors, Gymnastics/Trampoline Coaches and Swimming Teachers and 75% of these roles are held by females. In many organisations across the UK, men are currently more likely than women to be in senior roles which is also reflected within GLL’s Senior Leadership Team and our Leisure Division where 39% (up 6% from last year) of management and leadership roles are held by females. We are proud of the work we have done to ensure more women are able to move into more senior roles and will continue to support this throughout the business. GLL is keen to further increase this percentage and, in particular, to ensure this pipeline of female managers achieve progression to the highest levels of the organisation. We will continue to focus on development initiatives to support this within our well-established Management Academies and Trainee Manager development programmes as well as our newly-launched Leadership Academy. Print Like Tweet Send LATEST NEWS Jobs Boost for Tower Hamlets as Lifeguard and Swim Teacher Recruitment opens November 30, 2021 GLL's Cardiff Staff praised in British Heart Foundation campaign October 22, 2021 GLL Libraries recognised in inaugural national awards October 19, 2021 More news stories » QUICK LINKS Coronavirus (COVID-19) GDPR Statement Gender Pay Gap report Modern Slavery Statement Contact Us Work at GLL Become a member Better - Customer site Safeguarding ABOUT THIS SITE Privacy Notice Sitemap AWARDS & ACCREDITATIONS GLL is a registered trademark of Greenwich Leisure Limited, a charitable social enterprise and registered society under the Co-operative & Community Benefit & Societies Act 2014 registration no. 27793R. Registered office: Middlegate House, The Royal Arsenal, London, SE18 6SX. Inland Revenue Charity no: XR43398 VAT registration no: 219749179.