SLL has carried out a Gender Pay Gap review in line with the UK Government’s reporting regulations. The data is a snapshot as of 5th April 2023.
Pay Gap
Equal pay and the gender pay gap both deal with the disparity of pay that women receive in the workplace. Under the law, men and women must receive equal pay for:
The same or broadly similar work;
- Work rated as equivalent under a job evaluation scheme; or
- Work of equal value.
The gender pay gap is a measure of the difference between men’s and women’s average earnings across the same organisation or the labour market as a whole. In the UK the gender pay gap is 7.7% (source: Office for National Statistics, April 2023) in favour of men.
Our mean gender pay gap is -13.2%. This means that the mean average hourly pay of our females is 13.2% higher than our males.
Our median gender pay gap is -11.9%. This means that the median average hourly pay of our females is 11.9% higher than our males.
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. As can be seen below, the lower quartile is equally split between males and females; the proportion of females in the lower middle and upper middle quartiles is higher; and then higher still in the upper quartile.
| Quartile | Males | Females | Description |
| Upper | 23.5% | 76.5% | Includes all employees whose standard hourly rate places them above the upper quartile |
| Upper middle | 40.0% | 60.0% |
Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile. |
| Lower middle | 38.3% | 61.7% |
Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median. |
| Lower | 50.6% | 49.4% |
Includes all employees whose standard hourly rate places them at or below the lower quartile. |
The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
SLL are committed to equal opportunities and equal treatment for all employees. We have a clear policy of paying employees equally for the same or equivalent work. To ensure fairness, we carry out regular pay and benefit reviews to develop a balance workforce, representative of the communities we serve.
Our workforce is made up of 57% women and our Senior Leadership Team is made up of 60% females. We are committed to equality, diversity and inclusion and will continue to address the imbalance of our workforce as a whole.