Printed Date: 26/05/2022

Gender Pay Gap Report

GLL’s Gender Pay Gap Report April 2021

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 7% - this means the mean average hourly pay of our females is 7% lower than our males. Our median gender pay gap is -0.76% which means that the median average hourly pay of our females is 0.76% 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 20.1% - this means the mean average bonus pay of our males is 20.1% higher than our females.

Our median bonus gender pay gap is 8.5% - this means the median average bonus pay of our males is 8.5% higher than our females.


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 61.66%     Male 38.34%

Lower middle quartile:

Female 57.19%     Male 42.81%

Upper middle quartile:

Female 66.45%     Male 33.55%

Upper quartile:

Female 52.72%     Male 47.28%




Explaining GLL’s gender pay report during the Pandemic

The CIPD sets requirements for reporting the Gender Gap Pay. 

Figures are based on the wages of staff who receive 100% of their pay.

All flexible workers are excluded as they are deemed to have received less than 100% of their pay. In addition, furloughed staff who did not receive 100% of pay are also excluded.

This year's figures are therefore heavily skewed due to furlough pay which means we have excluded the majority of our workforce.

In previous years where furlough was not a factor, the pay balance has fallen in favour of women. Direct comparison of the figures with last year’s return is therefore not possible.

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.

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

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.