Gender Pay Reporting Statement: April 2018
Queen Elizabeth’s Foundation employs over 250 people and is required by law to provide a Gender Pay Report based on hourly earnings for all full and part time workers as at 5 April every year.
The Gender Pay Gap
The gender pay gap is the percentage difference between the hourly earnings for men and women. The figure is expressed as a proportion of men’s earnings. A positive figure indicates men’s earnings are higher than women’s earnings.
Gender pay gap (mean earnings) 5.24%
Gender pay gap (median earnings) 1.85%
The QEF mean gender pay gap has reduced from 10.2% over the last year.
In 2018, the gender pay gap in the UK for both full and part-time employees is 18.4%
The Gender Bonus Gap
There were no bonuses paid, therefore there is no gender bonus gap to report.
The proportion of males and females in each quartile pay band
In line with the Health and Social Care workforce the majority of workers (74%) are female with good representation across each quartile.
| Remuneration Quartile | % male employees | % female employees |
|---|---|---|
| Quarter 1 (lower) | 29% | 71% |
| Quarter 2 (lower mid) | 23% | 77% |
| Quarter 3 (upper mid) | 30% | 70% |
| Quarter 4 (upper) | 21% | 79% |
Supporting Statement
QEF supports gender equality in providing both opportunity and reward within similar areas of work for men and women. We pay people regardless of gender or any other protected characteristic. Compared to the national average we achieve a good balance between the earnings of men and women.
We benchmark salaries with the external market and are aware this may introduce gender bias in roles that are traditionally male or female. We will continue to monitor our gender pay gap to ensure the gap is reduced and our workforce is balanced and rewarded fairly.
We are pleased to see a reduction of 5% in the gender pay gap between April 2017 and April 2018.
Karen Deacon
Chief Executive
