What is the ‘Gender Pay Gap’?

    The gender pay gap measures the difference between men and women’s average salaries.

    New regulations on gender pay reporting introduced by the government in April 2017 require all employers with 250+ employees to publish outcomes to statutory calculations every year, showing the size (as a percentage difference) of any pay gap between their male and female employee population

    Herts for Learning Hourly Pay Gap

    Gender pay gap 1

    For clarity, the above results show hourly rate mean and median pay gaps in favour of female HfL colleagues. Nationally, the last reported median gender pay gap showed an an +18.4% male / female pay gap.

    Herts for Learning Bonus Pay Gap

    Gender pay gap 2

    The above results show a mean bonus pay gap in favour of male colleagues, and a near identical median bonus pay.

    In 2017/18, 90.3% of male colleagues and 82.3% of female colleagues at HfL received a bonus.

    Pay Quartiles

    In March 2018, 73.3% of the HfL staff population were female and 26.7% were male. The final requirement placed upon HfL is to segment our hourly rates of pay into quartiles, broken down by gender. The charts below sets out the percentage of male and female colleagues over four equal pay bands or quartiles.

    Gender pay gay 3

    At Herts for Learning Ltd. we are committed to equality of opportunity and diversity within the workplace, which is fundamental in creating a trusted, inspirational and collaborative working environment. We will always endeavor to employ the best person for the job, irrespective of protected characteristics such as gender and disability.

    I confirm the data reported above is accurate.

    Andrew de Csilléry

    Managing Director - Herts for Learning Limited

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