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The gender pay gap is the difference between the average (median and mean) earnings of men and women across the workforce.
For the median, we remained at Zero, which is good, but the mean improved to 3.0% (2022: 3.2%) for reasons explained in the narrative below.
Gender Pay Gap Reporting
As an employer with over 250 employees we are required to publish our Gender Pay Gap. This time this information is based on data as at April 2023. I can confirm that I believe the calculations are an accurate representation of that data. What the figures show are:
- At Integrate, women earn £1 for every £1 that men earn when comparing median hourly wages. This is the same as last year.
- When comparing mean hourly wages, women’s mean hourly wage is 3.0% lower than men’s. This is a small improvement from last year when the women’s mean hourly rate was 3.2% lower than men’s.
- No bonuses were paid.
An analysis of the underlying data shown in the table and notes below:
We are pleased to note that for 2023 the median gap of zero% was maintained from 2022, 2021, and 2020, this means that the middle ranking employee for both men and women were paid the same hourly rate. However, the mean gender pay gap has improved marginally to 3.0% from 3.2% last year. This was the consequence of several factors:
- The number of staff increased by 21, 7.4%, with the increase in the number of women from 158 to 169, 7.0%. So, women now constitute 55.2% of our staff, down from 55.4%. The gender balance in staff was therefore generally unchanged.
- The difference in the mean pay remained unchanged 2022 to 2023. However, a rise in the overall mean pay, reduced the reported GPG as a percentage. So, the Gender Pay Gap reduced to 3.0% from 3.2%
We will continue to work on removing the Gender Pay Gap and I will keep you informed on progress later in the year.
Andy Guthrie, Corporate Services Director
20 March 2024
A copy of this report can be downloaded here.
The gender pay gap is the difference between the average (median and mean) earnings of men and women across the workforce.
For the median, we remained at Zero, which is good, but the mean improved to 3.2% (2021: 4.2%) for reasons explained in the narrative below.
You can download this report here
If you’re planning a FlightPath it may be a good idea to tell the passengers when and where…
Not exactly a smooth FlightPath from the Access team as we stalled on the Access Workspace migration’s take-off.
Shame we didn’t know the date, the [user]names or the end destination.
But as you can see the help desk ground crew was quickly on hand to start glueing it all back together. A big thank you for that!
We’re happy to report Integrate’s Gender Pay Gap result for April 2021…
The gender pay gap is the difference between the average (median and mean) earnings of men and women across the workforce.
For the median, we remained at Zero, which is good, but the mean slipped back to 4.2% (2020: 1.8%) for reasons explained in the narrative below.
You can download a copy of the report here
We’re happy to report Integrate’s Gender Pay Gap result for April 2020…
The gender pay gap is the difference between the average (mean or median) earnings of men and women across a workforce.
For the median, we remained at Zero, which is good, and the mean was down to 1.8% lower from 4.4% in 2019.
You can download a copy here
We’re very pleased to announce that we’ve passed the Investors in People accreditation for another 3 years!
As an employer with over 250 employees, we are required to publish our Gender Pay Gap.
This is the third time we have reported this information and it is based on data as at April 2019.
I can confirm that I believe the calculations are an accurate representation of that data.
What the figures show are:
- At Integrate, women earn £1 for every £1 that men earn when comparing median hourly wages. This is a small change from last year when women earned 0.1% more than men.
- When comparing mean hourly wages, women’s mean hourly wage is 4.4% lower than men’s. This a change from last year when the women’s mean hourly rate is 1.8% lower than men’s.
- No bonuses were paid.
The reason for the gap is shown in the table below:
The primary reason for the deterioration in the results is that the ratio between men and women in the Lower Middle quartile moved to 63.3% from 54.3% this was due to the recruitment of more women in support roles. This had the effect of increasing the number of women below the mean by 20 and thereby reducing the mean for this year. In comparison, the number of men below the mean remained relatively unchanged (+1). The net effect resulted in an increase of the mean gap to 4.4% from 1.8%.
The Median gap of -0.1% was eliminated this year, partly as a consequence of the increased number of women mentioned above. The change was not as pronounced due to the large number of men and women in that median pay band.
We will continue to work on removing the Gender Pay Gap on the mean measure and I will keep you informed on progress later in the year.
Andy Guthrie
Corporate Services Director
1 April 2020
Gender Pay Gap Reporting – 3 April 2019
As an employer with over 250 employees we are required to publish our Gender Pay Gap.
This is the second time we have reported this information and it is based on data as at April 2018.
I can confirm that I believe the calculations are an accurate representation of that data.
What the figures show are:
- Women’s mean hourly rate is 1.8% lower than men’s – In other words when comparing mean hourly rates, women earn 98p for every £1 that men earn. This is an improvement on the 2.2% we reported last year.
- Women’s median hourly rates are 0.1% above the men’s rate meaning we pay women fractionally more than men on the median measure. This is a small change on last year when women and men were paid the same.
- No bonuses were paid.
The reason for the gap is shown in the table below:
The primary reason for the improvement in the results is that although the ratio between women and women across the organisation is broadly unchanged the proportion of women in the lower quartile reduced from 64.4% to 55.1%.
It is encouraging to note that this improvement is also reflected in the two middle quartiles, though to a lesser extent, but this does show that the work carried out by The Systems Workstream, which looked at ways to improve progression in the organisation, has been effective.
We will continue to work on removing the Gender Pay Gap on the mean measure and I will keep you informed on progress later in the year.
Sue Pemberton
CEO
3 April 2019
