Gender Pay Gap Report – 2025-2026 Reporting Year

What is the gender pay gap?

What is the gender pay gap?

The gender pay gap is a measure of workplace inequality, expressed in terms of a comparison between men’s and women’s average hourly rates of pay.

It provides a framework within which gender pay gaps can be identified so that, both inside and outside of the workplace, employers and society at large can think constructively about why gender pay gaps exist and how we can all work to minimise them.

The gender pay gap compares pay of all men and women across a workforce without considering differences in roles, experience, and qualifications. The gender pay gap is not the same as ‘equal pay’ – paying men and women equally for performing identical roles – which has been a legal requirement since 1970.

GENDER REPRESENTATION The number and proportion of men and women employed in the organisation. While we report our gender pay gap based on the government guidelines and comparison between men and women, we understand that this does not fully represent how all colleagues across the charity identify and our organisation’s commitment to supporting colleagues who are non-binary.

PAY QUARTILES All salaries are ranked from highest to lowest and divided into four evenly sized groups. The percentage of men and women in each group is reported.

MEAN TOTAL GENDER PAY GAP This is best understood as the ‘true’ average of the hourly earnings of men and women – salaries for each gender are totalled and divided by the number of employees. The gap is measured by taking mean hourly rate for men minus mean hourly rate for women. Divide the result by the mean hourly rate for men, expressed as percentage.

MEDIAN TOTAL GENDER PAY GAP The difference between the average hourly earnings of men and women – expressed through the salary that appears in the ‘middle’ for each gender. The gap is measured by taking median hourly rate for men minus median hourly rate for women. Divide the result by the median hourly rate for men, expressed as percentage.

BONUS PROPORTIONS The proportions of male and female employees who received bonus pay during the relevant period

BONUS PAY GAP The difference between either gender, based on bonuses paid over the 12-month period before the snapshot date. As with Total Gender Pay Gap, this is reported on a median and mean.

Analysis and Findings

Analysis and findings
This is the second year that The Guildhall Trust as reported on the Gender Pay gap.

Gender Representation
Percentage of total staff

Women – 52.75%
Men – 47.25%

Pay- Hourly Rate
At The Guildhall Trust, the average hourly gender pay gap across the organisation is -0.77% by mean (in favour of men) and 5.01% by median, based on April 2025 payroll figures. This falls below the latest reported UK National Gender Pay Gap (2024) of 13.1% (according to ONS figures) and is also a slight reduction compared to last year’s figures

In the Upper Pay Quartile there are 0.79% more Men

In the Upper Middle Pay Quartile there are 3.15% more Men

In the Lower Middle Pay Quartile there are 7.08% more Women

In the Lower Pay Quartile there are 2.36% more Women

In the Upper quartile there is less than 1 percent difference in the number of male and female workers

In the Upper Middle there are more male workers but only by 3%. This difference is mainly due to the positions taken up by men such as security and manual roles such as portering which attract a slightly higher wage. However these roles are available an taken up by women, in slightly smaller numbers therefore causing the percentage differentiation.

There is a larger percentage of women in the lower Middle and Lower Hourly paid Quartiles. These 2 quartiles are almost entirely made up of casual workers who are largely paid minimum wage for their age with the exception of a limited number of more skilled positions. Casual positions are available to both Women and Men from the age of 17 onwards so the variant here is due to the uptake of casual positions available by the local population – a large number of which are students who attend the local university.

The Mean and Median pay gaps of -0.77% and 5.01% respectively in favour of men

Bonus Pay

0.79% of people across the organisation receive bonus Pay, the 0.79% is wholly women

This is made up of 1.49% of the total women in the organisation.

The Mean and Median average are both -100% which denotes that the gap is in favour of women

Only our sales team receive an annual bonus based on sales made.

Our Current and Future Efforts in Closing the Gap

We are pleased to be able to report a Gender Pay Gap that is below the national average, however we also know that we have further to go to address the gap.

In 2026 we plan to take the following actions:

Review of existing pay and grading framework – We aim to develop a framework that will maintain structure and transparency whilst allowing for pay progression and development.

Implementation of a revised performance framework to motivate employees, enable effective communication and provide opportunities for employees to develop personally and professionally.

Focusing on our data – We will develop reporting and gather data to develop a greater understanding of recruitment and progression within The Guildhall Trust to help us identify if there are any barriers or challenges that we need to tackle. In future years we will draw comparisons to the data and plan to delve deeper and analyse pay gaps within each quartile.

Our overall focus is on encouraging a diverse talent pool in all roles we recruit to, ensuring there are opportunities for development and progression of all, and engendering a culture of inclusion where all employees are recognised and celebrated, and where everyone feels a sense of belonging and has the opportunity to thrive.

See our 2024/25 report here.