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VSA Gender Pay Gap Report

Introduction

As a UK employer with more than 250 employees, the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 require us to calculate our gender pay and gender bonus gaps every year. This report reflects our data taken from the required “snapshot” date pay rates for the period 2019/20 (i.e. 5 April 2019).

VSA is an equal opportunities employer, seeking to secure the skills of a talented workforce to deliver against our mission to provide “The Best of Lives” for the people who use our services. In support of encouraging the dedication and commitment of our team, we seek to provide security of employment, fair treatment and working practices, in a work environment free of discrimination, harassment and bullying, where everyone is treated with dignity, and where the agency respects the individual’s right to a work-life balance.


What is the gender pay gap?

The gender pay gap is the percentage difference between average hourly earnings for men and women. In March 2020 the Department for International Trade (DIT) gender pay gap reported a pay gap highlighting that that men earned 15.9% more than women in the reporting period. The pay gap isn't the same as equal pay. Equal pay - that men and women doing the same job should be paid the same - has been a legal requirement for 47 years.

The following statistics are required in our reporting of the Gender Pay Gap Information and Regulations 2017.

  • The Mean Gender Pay Gap Figures
    • By taking into account the full earnings distribution, the mean, or average, takes into account the low and high earners in an organisation
  • The Median Gender Pay Gap Figures
    • By identifying the wage of the middle earner, the median represents the ‘typical’ gender difference. The median is generally the figure used to calculate the gender pay gap.
  • Publish the proportion of men & women in each quartile of the pay structure
    • This data will show the spread of Male and Female earners across an organisation, helping to show employers where women’s progress might be stalling so they can take action to support their career development.
  • Publish the Gender Pay Gaps in any Bonus Payments
    • VSA did not make any bonus payments during the reporting period


VSA Data and Reported Results based on 5 April, 2019

Difference in Pay Between Men and Women

Percentage difference in MEDIAN pay is 0.4%.

Percentage difference in MEAN pay is 16.75%


Bonus Payments

VSA did not make bonus payments during the reporting period.


Salary Quartiles % Female %

QuartileTotal StaffMaleFemaleMaleFemale
Lower1362511118.38%81.62%
Lower Middle1363010622.06%77.94%
Upper Middle1352710820.00%80.00%
Upper1363610026.47%73.53%



Commentary

Based on the reporting requirements and based on the difference in median pay, at less than one percent (0.4%), the gap between men and women is almost negligible. This is largely brought about by the fact that we follow a fixed salary scale which pays based on the content of job role. This rate of pay will not be deviated from, regardless of if the position incumbent is male or female.

As can be seen in the salary quartile statistics, with an overall average of just over 78% Female workers to 22% Male, there is a far greater number of Female VSA employees than Male. However, this gender split is broadly represented across all salary quartiles, showing that the representation of Female to men in each banding is reflective of the overall population. This strongly suggests that progression through salary bandings does not unfairly favour either gender.

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