Gender Pay Gap Reporting at Stewarts

This report sets out the gender pay gap results as required by The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The six key metrics are:

  • The difference in the mean pay of full-pay men and women, expressed as a percentage
  • The difference in the median pay of full-pay men and women, expressed as a percentage
  • The difference in mean bonus pay of men and women, expressed as a percentage
  • The difference in median bonus pay of men and women, expressed as a percentage
  • The proportion of men and women who received bonus pay
  • The proportion of full-pay men and women in each of four quartile pay bands

 Calculations from data taken as at 5 April 2018 are considered to be accurate and are as follows:

Mean gender pay gap Median gender pay gap Mean bonus gender pay gap Median bonus gender pay gap Proportion of males receiving
a bonus
Proportion of females receiving
a bonus
14.6% 5.9% n/a n/a n/a n/a

 

Proportion of staff in each quartile
  Lower quartile Lower middle
quartile
Upper middle
quartile
Upper quartile
Male 39% 22% 49% 55%
Female 61% 78% 51% 45%

 

It is important to note that “gender pay gap” is different to “equal pay” which is the difference between men and women who carry out similar jobs. Stewarts is committed to equal pay for work of equal value and supports the fair treatment and reward of all staff irrespective of gender.

Martin Stewart

Managing Director

Visit one of our centres at
Christchurch, Broomhill, and Abbey

Treat yourself to a coffee with
one of our flavoured shots