Churchill shares gender pay gap report findings

June 15, 2018

In line with recent legislation, Churchill shared its gender pay gap data with the government earlier this year. The Government Equalities Office’s guidelines stipulate that the mean and median figures for factors such as differences in hourly pay for men and women, in addition to the proportion receiving a bonus, are shared publicly. The legislation only applies to organisations that employ 250 employees or more.

Churchill’s overall average median gender pay gap is 1.09%. The mean gender pay gap is 6.21% – significantly lower than the national average of 18.4%[1]. These figures reflect the averages paid to both genders across the business – and are not a comparison of pay rates for men and women in the same job roles. The gender pay gap is caused by the disparity between the number of men and women throughout our business hierarchy, with those in senior positions receiving the highest pay. Factors that contribute to women often being placed at a disadvantage in these findings are twofold: women proportionally have tended (although decreasingly) to work in roles with traditionally lower salaries than men.

In addition, they are far more likely to be in part-time employment due to elements such as having and caring for children.

Joel Briggs, Managing Director, said: “Studies have shown time and again that organisations that have achieved gender balance perform better. We are proud that the number of women outnumber men in all four quartiles of our business hierarchy, as outlined in the report, and that women comprise 45% of the senior management team. Although the results of the report perform well in the context of the national averages, we also acknowledge that there is still a way to go in certain aspects. Namely, regarding the median bonus pay gap which we will aim to reduce to 10% by 2022.

Mel Taylor, Group HR Director, said: “I’m not alone in being a senior female leader within Churchill. As HR Director, it is my goal to create a work environment that is inclusive and in which all our staff can flourish, and publishing our gender pay gap  plays a part in Churchill’s journey to achieving complete gender balance. With the support of all the management team, we will be striving to reach that goal.”

To download the report in full, click this link. A download link is also available at the bottom of the website homepage.

[1] https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/articles/thegenderpaygapwhatisitandwhataffectsit/2016-10-26