In accordance with the Gender Pay Gap Information Regulations, all private-sector employers are required to publish their gender pay information at a snapshot date, being 5th of April each year.
In the seventh year of the reporting Woodthorpes’ gender pay gap data for 5th April 2024 is as follows:
| Difference in hourly rate of pay – mean | 7.55% in favour of male employees | |
| Difference in hourly rate of pay – median | 0% | |
| Difference in bonus pay – mean | 0% | |
| Difference in bonus pay – median | 0% | |
| Percentage of Males who received bonus pay | 0% | |
| Percentage of Females who received bonus pay | 0% | |
| Employees by pay quartile | ||
| Quartile | Males | Females |
| Upper: 75-100% of full-pay relevant employees | 40.07% | 59.93% |
| Upper middle: 50-75% of full-pay relevant employees | 35.27% | 64.73% |
| Lower middle: 25-50% of full-pay relevant employees | 31.85% | 68.15% |
| Lower: 0-25% of full-pay relevant employees | 35.96% | 64.04% |
In the fourth year of the reporting, BGC Souths gender pay gap data for 5th April 2024 is as follows:
| Difference in hourly rate of pay – mean | 7.71% in favour of male employees | |
| Difference in hourly rate of pay – median | 0% | |
| Difference in bonus pay – mean | 0% | |
| Difference in bonus pay – median | 0% | |
| Percentage of Males who received bonus pay | 0% | |
| Percentage of Females who received bonus pay | 0% | |
| Employees by pay quartile | ||
| Quartile | Males | Females |
| Upper: 75-100% of full-pay relevant employees | 47.99% | 52.01% |
| Upper middle: 50-75% of full-pay relevant employees | 32.51% | 67.49% |
| Lower middle: 25-50% of full-pay relevant employees | 29.72% | 70.28% |
| Lower: 0-25% of full-pay relevant employees | 39.20% | 60.99% |
There were no bonus payments in the year ending April 5th 2024.
I confirm the data reported as accurate.
Phillippa Stubbs
Company Director