KRM GENDER PAY GAP 2020 WHAT IS THE LEGISLATION? Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 , all companies in England, Scotland and Wales, with over 250 employees are required to report annually on their gender pay gap. Employers must publish six metrics each year on the 'snap shot' date in respect of their Gender Pay Gap report and the six metrics, as set out in the Regulations, are as follows: 1. the difference in the mean hourly rate of pay between male and female full- pay relevant employees 2. the difference in the median hourly rate of pay between male and female full-pay relevant employees 3. the proportions of male and female full-pay relevant employees in each of the four quartile pay bands 4. the difference in mean bonus pay between male and female relevant employees 5. the difference in median bonus pay between male and female relevant employees ; and the proportions of male and female relevant employees who received bonus pay 6. Employers must express each metric listed above as a percentage figure. WHAT DOES THE GENDER PAY GAP MEAN? The gender pay gap is a high-level snap-shot of pay within an organisation and shows the difference in the average pay between all men and women in a workforce. Across the UK economy as a whole, men are more likely than women to be in senior roles (especially very senior roles at the top of organisations), while women are more likely than men to be in front-line roles at the lower end of the organisation. In addition, women are also more likely than men to have had breaks from work that have affected their career progression, for example to bring up children. They are also more likely to work part time, and many of the jobs that are available across the UK on a part-time basis are relatively low paid. If a workforce has a particularly large gender pay gap, this can indicate there may be areas of focus to address, and the individual calculations may help to identify what those issues are. OUR GENDER PAY AND BONUS GAP FIGURES KRM is required by law to publish an annual gender pay gap report. This is its report for the snapshot date of 5 April 2020. The mean gender pay gap for KRM is -30.35% The median gender pay gap for KRM is -18.06% The mean gender bonus gap for KRM is 13.80% The median gender bonus gap for KRM is 35.10%
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