GLL’s Gender Pay Gap Report
Last updated April 2025
We are a charitable social enterprise, owned by our staff, and our purpose is to improve the physical, mental and social wellbeing of local communities. Our values underpin this purpose and are supported by our diversity, equality and inclusion policy.
As required by law this is our annual gender pay gap report for 2024.
Pay Gap
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 2024, the UK the gender pay gap was 7.0% - down from 7.5% in 2023 (source: Office for National Statistics, April 2024) in favour of men.
Our mean gender pay gap is -6.44%. This means that the mean average hourly pay of our females is 6.44% higher than our males. This is a year-on-year growth of 0.32%.
Our median gender pay gap is -2.82%. This means that the median average hourly pay of our females is 2.82% higher than our males.
Pay Quartiles – Proportion of Males and Females in Each Quartile Pay Band
This identifies the proportions of male and female headcount in each of the four quartile pay bands. To calculate the relevant proportions, all staff are ranked from the lowest hourly rate of pay to the highest. These are then divided into four equal sections (quartiles). These sections are known as the lower quartile, the lower middle quartile, the upper middle quartile and the upper quartile (from lowest to the highest). The number of male and female employees in each of these four pay quartiles are expressed as a percentage of the total number in the relevant quartile. As can be seen below, the lowest pay bands are almost equally split between males and females; the proportion of females in the lower and upper middle quartiles is higher; and then higher still in the upper quartile.
|
Band |
Males |
Females |
Description |
|
A |
49.00% |
51.00% |
Includes all employees whose standard hourly rate places them at or below the lower quartile. |
|
B |
45.40% |
54.60% |
Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median. |
|
C |
47.50% |
52.50% |
Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile. |
|
D |
35.52% |
64.48% |
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.
GLL has a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other protected characteristic ). When it comes to pay, 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.
GLL’s Gender Pay Report in Context
We aim to have a representative workforce, at all levels, that reflects the diversity and vibrancy of our local communities and makes us a modern and more successful organisation. We educate our workforce about diversity and inclusivity and how we make our organisation better and stronger by harnessing our people’s diverse talents, skills and ideas.
Our workforce is made up of 56% women, and as part of our equality, diversity and inclusion policy and plan, we continued to make improvements in 2023. Women now make up:
- 46% of our full Board;
- 53% of our Worker Board;
- 41% of our business leaders;
We are proud of the professional and influential women in our organisation and what they bring to our business and our future plans.
Our employment and career pathways; development schemes, from apprenticeships to trainee managers; and leadership sponsorship schemes, are there to support our women and workforce generally and we will continue to work hard to help all our people to grow, flourish and be their best.