Hafal reported on its Gender Pay Gap in April 2019.
This involves carrying out six calculations that show the difference between average female earnings compared to average male earnings. The data for Hafal is as follows:
Mean gender pay gap = 0.5%
Median gender pay gap = 0%
Mean bonus gender pay gap = not applicable (as bonuses are not paid)
Median bonus gender pay gap = not applicable (as bonuses are not paid)
Percentage who receive a bonus = not applicable (as bonuses are not paid)
Proportion of females and males in each quartile bracket:
Lower quartile = 80% female and 20% male
Lower middle quartile = 62.5% female and 37.5% male
Upper middle quartile = 66.2% female and 33.8% male
Upper quartile = 73.5% female and 26.5% male
Hafal’s mean gender pay gap is a negative percentage showing a pay gap in favour of female staff.
The Charity does not discriminate on grounds of gender, and complies in full with the Equality Act 2010. We are fully committed to the principle of gender pay equality. To help us do this we use a job evaluation system to assess the relative value of each role across the organisation. Jobs are then placed on preset pay scales. This ensures all of our people are paid the same for comparable roles regardless of gender.
We appoint people to roles based on merit regardless of age, race, gender, marital status, sexual orientation, disability or religion or belief. However, we recognise that some groups are under-represented in our workforce and we are committed to ensuring that our employees reflect the make-up of the communities we work in.
We will be open and transparent with our staff regarding our gender pay gap and we will encourage them to maintain and continue to improve our practice.
Nia Murphy – Director of People, Planning and Performance