Gender Pay Gap Report – 2024-2025 Reporting Year

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

This is the first year that The Guildhall Trust as reported on the Gender Pay gap within the organisation.

Gender Representation

Percentage of total staff:

• Women – 51%
• Men – 49%

Pay- Hourly Rate
At The Guildhall Trust, the average hourly gender pay gap across the organisation is -1% by mean (in favour of men) and 6% by median, based on April 2024 payroll figures. This falls below the latest reported UK National Gender Pay Gap (2024) of 13.1% (according to ONS figures).

• In the Upper Pay Quartile the Pay Gap is 0% in favour of men
• In the Upper Middle Pay Quartile the Pay gap is 3% in favour of men
• In the Lower Middle Pay Quartile the Pay Gap is -3% in favour of women
• In the Lower Pay Quartile the Pay Gap is -2% in favour of women

Men are paid more in the Upper quartile – We have more or less an even distribution of men and women in the organisation however, in the Upper Pay Quartile there are more men with senior roles which come with higher pay.

Women are paid more in the Lower Middle Quartile – This is primarily because there are more women in the quartile with salaried positions within the organisation.

The organisation has many casual workers (77%) who are largely paid minimum wage for their age with the exception of more skilled positions.

The Mean and Median pay gaps of -1% and 6% respectively in favour of men.

Bonus Pay

0.81% of people across the organisation receive bonus Pay, the 0.81% is wholly women.

This is made up of 2% 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 2025 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 be able to draw a comparison to the data provided above, with plan to delve deeper and analyse pay gaps within each quartile to look at both gender and age.

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.