We made our second gender gap return on a voluntary basis in April 2019. The report (viewable on the Gov.uk website at https://gender-pay-gap.service.gov.uk/) states as follows:
RENAISSANCE RESOURCES LIMITED Gender pay gap report Voluntary Report
Snapshot date – 5 April 2019 Employer size – Less than 250 employees Person responsible – Martin Richards (Director)
Hourly wages pay gap
In this organisation, women earn £1 for every £1 that men earn when comparing median hourly wages. Their median hourly wage is 0%lower than men’s.
When comparing mean hourly wages, women’s mean hourly wage is 1.4%lower than men’s.
► About mean and median
The mean hourly rate is the average hourly wage across the entire organisation so the mean gender pay gap is a measure of the difference between women’s mean hourly wage and men’s mean hourly wage.
The median hourly rate is calculated by ranking all employees from the highest paid to the lowest paid, and taking the hourly wage of the person in the middle; so the median gender pay gap is the difference between women’s median hourly wage (the middle paid woman) and men’s median hourly wage (the middle paid man).
Proportion of women in each pay quarter
In this organisation, women occupy 54.2% of the highest paid jobs and 50% of the lowest paid jobs.
Top quarter (highest paid)
54.2% of the top quarter are women
45.8% of the top quarter are men
Upper middle quarter
56.5% of the upper middle quarter are women
43.5% of the upper middle quarter are men
Lower middle quarter
50% of the lower middle quarter are women
50% of the lower middle quarter are men
Lower quarter (lowest paid)
50% of the lower quarter are women
50% of the lower quarter are men
►About pay quarters
Pay quarters are calculated by splitting all employees in an organisation into four even groups according to their level of pay. Looking at the proportion of women in each quarter gives an indication of women’s representation at different levels of the organisation.
Bonus pay gap
Who received bonus pay
No bonuses were paid.
Additional comment (not part of report): The small gender gap shown arises entirely from the proportions of men and women in each quartile. There is no gap in payment for like-for-like work based on qualifications and experience. As our recruitment is not based in any way on male/female considerations, this apparent gap will change randomly (and possibly reverse) in future reporting. [This occurred as between 2018/19 and 2019/20 in relation to median pay].
