Gender Pay Gap
WESC Foundation has published the second set of Gender Pay Gap figures in line with Government Regulations. We are required by law to publish an annual gender pay gap report, based upon a snapshot date of 5th April annually.
Annual Gender Pay Gap Report (5th April 2019)
The figures below have been calculated using the standard format required by legislation – the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This is WESC Foundation’s report for the snapshot date of 5 April 2019.
Mean Gender Pay Gap
The difference between the mean hourly rate of pay of men and women is 15%
Median Gender Pay Gap
The difference between the median hourly rate of pay for men and women 5%.
No bonus payments are paid to WESC Foundation employees.
Understanding our Gender Pay Gap Report
WESC Foundation’s workforce consists of 73% female employees and 27% male employees which is representative of the care sector. You can also see the gender split within each “pay quartile” (rates of pay are placed into a list in order of value and the list is divided into four equal sections called quartiles):
Upper Quartile: 63% Female, 37% Male
Upper Middle Quartile: 74% Female, 26% Male
Lower Middle Quartile: 71% Female, 29% Male
Lower Quartile: 81% Female, 19% Male
We have 47% of female employees working on a part time basis compared to just 13% of males working part time.
WESC Foundation is committed to the principle of equal opportunities for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability.
We operate a performance related pay system; the aim of this system is to ensure that pay reflects performance. Our principles are to pay our staff a fair salary that is competitive with the charity sector, proportionate to the complexity of each role and responsibility and in line with our charitable objectives.
Through further analysis it is apparent that the increase in the mean and median gender pay gap is a result of family commitments. We remain confident that the gender pay gap does not stem from paying men and women differently for the same or equivalent work.