Our Gender Pay Gap Report
Learn more about our latest gender pay gap report, see how it compares to the national average and to previous years, and learn what steps we are talking to close the gap.
Understanding the
gender pay gap
What is the gender pay gap?
The gender pay gap is a measure that shows the difference in average earnings between men and women across the whole business.
What is the difference between the Gender pay gap and Equal pay?
Gender pay
The gender pay gap is the difference between the average pay of men and women and is expressed as a % difference.
Equal pay
Equal pay is the right for men and women to be paid the same when doing the same, or equivalent, work.
Understanding our Gender Pay Gap Report
Mean
The mean figure is reached by adding all the hourly rates and dividing by the total number of employees to achieve an average difference between the male and female pay rates.
Median
The median figure is reached by gathering all the hourly rates in order and selecting the middle figure. The median gap is reached by calculating the difference between the male and female pay rates.
What is Cooksongold’s gender pay gap?
Our latest gender pay gap report was published in March 2024 and provides a snapshot of pay as of 5th April 2023. We have maintained our median gender pay gap at 2.0%. This is better than the estimated UK National average of 14.3%.
Our mean pay gap is 17%. It’s higher than our median pay gap because we have some highly paid men across all work levels and areas. This, combined with fewer women in the top roles is the primary driver for our pay and bonus gaps. It is an improvement on our 2022 figure which was 18%.
*Office of National Statistic Annual Survey of Hours and Earnings Report
Gender Pay Gap Statistics
Pay gap
Mean % Gender Pay Gap
17%
Median % Gender Pay Gap
2%
On average men were paid 18% more than women in April 2022.
The median pay gap was 2% in the same period and because we have a skewed distribution, this is the more accurate measure.
Bonus
Mean % Gender Pay Gap
56%
Median % Gender Pay Gap
0%
Males paid a Bonus
95%
Females paid a Bonus
90%
All employees, once they have passed their probation are eligible to join the Company bonus scheme
The proportion of males and females in each quartile band
Upper
Upper middle
Lower middle
Lower
Closing Summary
What have we done?
Over the past year, we’ve taken important steps on pay and flexible working.
- We’ve continued our review of pay structures for those similar roles across the business.
- We offer hybrid and flexible working patterns where possible.
- We have implemented an employee engagement survey which gave us valuable feedback about rewards and recognition of our people.
- We aim to advertise all vacancies internally to allow everyone the opportunity to develop their career.
What are we working on next?
Continue with the work we have already started, as well:
- Continue to focus on ensuring an equitable pay structure across the business.
- Offer training opportunities to all employees to enable progression and development.
- Review our salaries against market rates to ensure fair and equitable pay.
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