Gender Pay Report

Gender Pay Gap legislation (developed by the Government Equalities Office) introduced in April 2017 requires all employers of 250 or more employees to publish their gender pay gap for workers in scope as of 31 March 2017.

Although we had less than 250 employees in scope at 31 March 2017, we have chosen to publish our data.

Simon Community Scotland’s (SCS) pay approach supports the fair treatment and reward of all employees irrespective of gender.

Our pay system is based on grades ranging from support workers to managerial level. Grades vary according to the level of responsibility that employees have. Each grade has a set pay range with pay gaps in between grades. Employees move through the pay range for their grade on an annual basis. The longer period of time that someone have been on the grade the more they earn, irrespective of their gender.

Gender Pay Gap

This is defined as the difference between the full time equivalent mean (average) earnings of men and women. It is expressed as a percentage of men’s earnings.

Mean hourly rate £9.85
Median hourly rate £9.00

Mean hourly rate £10.07
Median hourly rate £9.00

Mean gender pay gap -2.29%
Median gender pay gap 0.00%

Gender Bonus Gap

This is the difference between the full time equivalent average of bonuses of men and women.

As SCS do not pay bonuses, there are no figures to report.

Hourly Pay Quartiles

This data shows the proportion of men and women in each quartile of the organisation’s pay structure.

 

Quartile
Lower quartile 23.1% 76.9%
Lower middle quartile 28.3% 71.7%
Upper middle quartile 41.5% 58.5%
Upper quartile 32.1% 67.9%
Total 31.3% 68.7%

 

At -2.29% our mean gender pay gap is in favour of women employees, reflecting the number of women we have in senior positions and with long service.

We confirm the data reported is accurate and has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.