Gender Pay Gap Data

The gender pay gap is an equality measure that shows the difference in average earnings between women and men.

All organisations employing 250 or more people must report annually on their gender pay gap. The first report is required to be published by 4th April 2018.

Spectrum Community Health CIC’s Gender Pay Gap Data is as follows:

  • Women’s hourly rate is 12.2% lower (mean) and 11.7% lower (median)*
  • Top salary quartile has 18.7% men and 81.3% women**
  • Upper middle salary quartile has 16.2% men and 83.8% women**
  • Lower middle salary quartile has 13.5% men and 86.5% women**
  • Lower salary quartile has 9.5% men and 90.5% women**
  • Women’s bonus pay is 0% lower (mean) and 0% lower (median)*
  • 0% of men and 0% of women received bonus pay

(Published 4th April 2018)

* About mean and median

The mean hourly rate is the average hourly wage across the entire organization so the mean gender pay gap is a measure of the difference between women’s mean hourly wage and men’s mean hourly wage.

The median hourly rate is calculated by ranking all employees from the highest paid to the lowest paid, and taking the hourly wage of the person in the middle; so the median gender pay gap is the difference between women’s median hourly wage (the middle paid woman) and men’s median hourly wage (the middle paid man).

** Pay quartiles are calculated by splitting all employees in an organisation into four even groups according to their level of pay. Looking at the proportion of women in each quartile gives an indication of women’s representation at different levels of the organisation.