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 requires us to use a snapshot date of 5 April and report and publish our gender pay gap information by 4 April of the following year. This report therefore reflects our data taken from the required “snapshot” date pay rates for the period 2023/24; that is a snapshot of data as at 5 April 2024, and reported before 4th April in 2025.
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 2024, the gap among full-time employees decreased to 5.39%, down from 7.7% in 2023.
The following statistics are required in our reporting of the Gender Pay Gap Information and Regulations 2017.
By taking into account the full earnings distribution, the mean, or average, takes into account the low and high earners in an organisation
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.The ONS's preferred measure of the gender pay gap is the median.
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.
VSA only made a small number of bonus payments during the reporting period, all of which were as a result of our “refer a friend” bonus payment of £200 for staff successfully referring a friend or contact who was subsequently recruited to staff. However, these amounts were so small as to not have any impact on the overall pay gap or differentials.
VSA Data and Reported Results based on 5 April, 2024
Difference in Pay Between Men and Women
Percentage difference in MEDIAN pay is 0.58% - this figure represents the Gender Pay Gap
Percentage difference in MEAN pay is 5.39%
Bonus Payments
Median Gender pay gap in relation to Bonus Payments is -11.11% - this represents the Gender Pay Gap in relation to Bonus Payments which is in favour of women receiving a greater bonus payment than men, and reflects those employees who referred a friend for employment.
Mean Gender Pay Gap in relation to Bonus Payments is 7.1%
Proportion of Females with a bonus = 1.65
Proportion of Males with a bonus = 0.6%
Salary Quartiles % Female % Male
Quartile | Total Staff (FTE) | Male | Female | Male | Female |
Lower | 145 | 29 | 116 | 20% | 80% |
Lower Middle | 145 | 32 | 113 | 22.6% | 78.4% |
Upper Middle | 145 | 24 | 121 | 16.5% | 83.5% |
Upper | 145 | 40 | 105 | 27.6% | 72.4% |
Commentary
Based on the reporting requirements and based on the difference in median pay, at less than 1 percent (0.58%), it is reasonable to report that there is no pay gap between men and women, with both being paid equally. 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 of the incumbent is male or female.
As can be seen in the salary quartile statistics, with an overall ratio of 78.4% Female workers to 21.5% 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 Male in each banding is reflective of the overall population. This strongly suggests that progression through salary bandings does not unfairly favour either gender. It may be of interest to note that according to the SSSC reporting published in November 2023, 82% of their registered workforce are female, suggesting VSA is performing marginally better in attracting men to our sector.
Difference in Pay Between Men and Women
Percentage difference in MEDIAN pay is 0.58% - this figure represents the Gender Pay Gap
Percentage difference in MEAN pay is 5.39%
Bonus Payments
Median Gender pay gap in relation to Bonus Payments is -11.11% - this represents the Gender Pay Gap in relation to Bonus Payments which is in favour of women receiving a greater bonus payment than men, and reflects those employees who referred a friend for employment.
Mean Gender Pay Gap in relation to Bonus Payments is 7.1%
Proportion of Females with a bonus = 1.65
Poportion of Males with a bonus = 0.6%
Salary Quartiles % Female % Male
Quartile | Total Staff (FTE) | Male | Female | Male | Female |
Lower | 145 | 29 | 116 | 20% | 80% |
Lower Middle | 145 | 32 | 113 | 22.6% | 78.4% |
Upper Middle | 145 | 24 | 121 | 16.5% | 83.5% |
Upper | 145 | 40 | 105 | 27.6% | 72.4% |
Commentary
Based on the reporting requirements and based on the difference in median pay, at less than 1 percent (0.58%), it is reasonable to report that there is no pay gap between men and women, with both being paid equally. 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 ratio of 78.4% Female workers to 21.5% 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 females to males in each banding is reflective of the overall population. This strongly suggests that progression through salary bandings does not unfairly favour either gender. It may be of interest to note that according to the SSSC reporting published in November 2023, 82% of their registered workforce are female, suggesting VSA is performing marginally better in attracting men to our sector.