Printed Date: 23/01/2022

Gender Pay Gap Report

GLL’s Gender Pay Gap Report April 2020

As a charitable social enterprise, our purpose is to improve the physical, mental and social wellbeing of local communities. Our values underpin this purpose and support our equality, diversity and inclusion policy and we are committed to fair pay.


Pay and bonus gap




Hourly fixed pay



Bonus pay




Our mean gender pay gap is -8.49% - this means the mean average hourly pay of our females is 8.49% higher than our males. Our median gender pay gap is -4.2% which means that the median average hourly pay of our females is 4.21% higher than males. 

The mean bonus gender pay gap is the difference between the average bonus pay of females and the average bonus pay of males expressed as a percentage. Our mean gender pay gap is 19.9% - this means the mean average bonus pay of our males is 19.9% higher than our females.

Our median gender pay gap is 31.6% - this means the median average bonus pay of our males is 31.6% higher than our females.

The proportion of male employees in GLL receiving an attendance related bonus (ARB)* is 17.4% (14.4%- 2019) and the proportion of female employees receiving a bonus is 11.0% (8.9%-2019). *GLL’s bonus is an attendance-related bonus (ARB) scheme and not based on the organisation’s or individual’s performance. It is only payable to leisure and corporate support staff in London. In locations where ARB is offered, 46.9% (55.1%-2019) of the eligible workforce is female.


Pay quartiles – Proportion of males and females in each quartile pay band

This identifies the proportions of male and female headcount in each of the four quartile pay bands.  To calculate the relevant proportions, all staff are ranked from the lowest hourly rate of pay to the highest.  These are then divided into four equal sections (quartiles).  These sections are known as the lower quartile, the lower middle quartile, the upper middle quartile and the upper quartile (from lowest to the highest).

The number of male and female employees in each of these four pay quartiles are expressed as a percentage of the total number in the relevant quartile. The below shows that the distributions of men and women through the pay bands does not reflect the overall gender composition of the workforce.  The two lowest pay bands are almost equal, the proportion of females in the upper middle is slightly higher and then higher still in the upper quartile.

Lower quartile:

Female 52%     Male 48%


Lower middle quartile:

Female 52%     Male 48%


Upper middle quartile:

Female 55%     Male 45%


Upper quartile:

Female 66%     Male 34%


Explaining GLL’s gender pay report

GLL is fully committed to the elimination of discrimination. We will not discriminate because of age, disability, gender, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, or sexual orientation. We will not discriminate because of any other irrelevant factor and will uphold a culture and environment that values equity, openness, fairness and transparency.

We are showing a fairly equal balance in pay between genders at the lower pay quartiles. In the upper pay quartiles, the gender pay gap is showing positive results for our women colleagues.

This positive result can be explained by the fact that GLL’s business is focussed mainly on operating leisure centres, libraries and children’s centres and nearly 79% (86%- 2019) of our libraries and children’s centre staff are female, with 72% (82%-2019) of management in libraries being female and 93% (100%-2019) female management in children’s centres. In addition, the majority of GLL’s workforce is from our leisure centre operation division, where nearly 55% (55%-2019) of workers are female. Within the leisure division, some of the most highly paid roles based on an hourly rate are Fitness Class Instructors, Gymnastics/Trampoline Coaches and Swimming Teachers and 75% (75%-2019) of these roles are held by females.


Actions as part of our wider Equality, Diversity and Inclusion Policy


  1. We have a clear policy to ensure that we pay our people equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). As such, we will endeavour too:
  • carry out pay and benefits audits at regular intervals;
  • evaluate job roles and pay grades as necessary to ensure a fair structure;
  • work to set pay structures to ensure there is no unfairness of pay.

We are in the process of revising our Equality, Diversity and Inclusion Policy and monitor key performance indicators with regard to gender representation within our organisation. The Equality, Diversity and Inclusion implementation plan sets out clear actions that support the recruitment and progression of women within our workforce.