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Gender Pay

Gender Pay Reporting (Gender Pay Gap Reporting) under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, brings into effect the legal requirement for all employers who employ 250 or more colleagues to report publicly on the differences in the aggregate pay and bonuses of males and females from the 5th April 2017.

Gender Pay Reporting requires Arco to make calculations based on colleague’s gender using our existing HR and payroll records from April 2017. The process involves carrying out several sets of predetermined calculations; it does not involve publishing individual colleague’s data.

The purpose of Gender Pay Reporting is to increase transparency, which in turn the Government hopes will encourage organisations to act on any male-female divide.

The Gender Pay Reporting shows the differences in the average pay between males and females. If a workplace has a particularly high gender pay gap, this can indicate there may several issues to deal with and the individual calculations are intended to help identify what these issues may be.

Gender Pay Gap Reporting is not the same as equal pay, equal pay is the difference between males and female who carry out the same job, similar job or work of equal value. It is unlawful to pay people unequally because they are a male or female.

Who Is Included?

For the purposes of Gender Pay Reporting, the definition of who should be included is defined in The Equality Act 2010. This is known as an ‘extended’ definition and includes: Employees with a contract of employment.

The Report

Using pay data from the 5th April 2017 pay period we have reported on:

  • The difference in the mean pay of males and females
  • The difference in the median pay of males and females
  • The difference in the mean bonus pay of males and females
  • The difference in the median bonus pay of males and females
  • The proportion of males and females who received bonus pay
  • The proportion of males and females in each of four quartiles pay bands