In accordance with the Gender Pay Gap Information Regulations, all private-sector employers are required to publish their gender pay information at a snapshot date, being 5th of April each year.
In the sixth year of the reporting Woodthorpes’ gender pay gap data for 5th April 2023 is as follows:
| Difference in hourly rate of pay – mean | 4.62% in favour of male employees | |
| Difference in hourly rate of pay – median | 0% | |
| Difference in bonus pay – mean | 0% | |
| Difference in bonus pay – median | 0% | |
| Percentage of Males who received bonus pay | 0% | |
| Percentage of Females who received bonus pay | 0% | |
| Employees by pay quartile | ||
| Quartile | Males | Females |
| Upper: 75-100% of full-pay relevant employees | 42.36% | 57.64% |
| Upper middle: 50-75% of full-pay relevant employees | 34.71% | 65.29% |
| Lower middle: 25-50% of full-pay relevant employees | 28.66% | 71.34% |
| Lower: 0-25% of full-pay relevant employees | 40.95% | 59.24% |
In the third year of the reporting, BGC Souths gender pay gap data for 5th April 2023 is as follows:
| Difference in hourly rate of pay – mean | 7.61% in favour of male employees | |
| Difference in hourly rate of pay – median | 0% | |
| Difference in bonus pay – mean | 0% | |
| Difference in bonus pay – median | 0% | |
| Percentage of Males who received bonus pay | 0% | |
| Percentage of Females who received bonus pay | 0% | |
| Employees by pay quartile | ||
| Quartile | Males | Females |
| Upper: 75-100% of full-pay relevant employees | 51.69% | 48.31% |
| Upper middle: 50-75% of full-pay relevant employees | 28.83% | 71.17% |
| Lower middle: 25-50% of full-pay relevant employees | 28.22% | 71.78% |
| Lower: 0-25% of full-pay relevant employees | 43.56% | 56.44% |
There were no bonus payments in the year ending April 5th 2023.
I confirm the data reported as accurate.
Phillippa Stubbs
Company Director