Gender Pay Gap Report 2023
Introduction
This report provides information on the Gambling Commission’s gender pay gap for the year 2022 to 2023, with data to 31 March 2023 and comparable information for previous years where relevant.
This year, the Gambling Commission are pleased to report decreases to our pay gaps and minimal changes to our bonus gaps.
Context
Since April 2017, employers with 250 or more employees must publish information on their gender pay gap. The pay gap must be reported on in 6 different ways:
- mean (average) gender pay gap for hourly pay
- median gender pay gap for hourly pay
- percentage of men and women in each hourly pay quarter
- percentage of men and women receiving bonus pay
- mean (average) gender pay gap for bonus pay
- median gender pay gap for bonus pay.
The mean gender pay gap is the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.
The median gender pay gap is the difference between the median hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.
The gender pay gap and equal pay both deal with pay disparity at work, but they are not the same. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs, or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.
Gender pay and bonus gaps
The data presented is a snapshot as at 31 March 2023 covering 336 employees, of which 53 percent are women and 47 percent are men.
Our mean (average) gender pay gap for reporting period March 2023 was 0.1 percent. The monetary amounts behind this figure are:
- a mean hourly rate for men of £22.52
- a mean hourly rate for women of £22.50
- or an absolute difference of £0.02 per hour.
Our median (middle) gender pay gap was negative 1.2 percent. The monetary amounts behind this figure are:
- a median hourly rate for men of £19.57
- a median hourly rate for women of £19.80
- or an absolute difference of negative £0.23 per hour.
| 2023 | 2022 | 2021 | Percent (%) point change 2023 to 2022 (+/-) | |
|---|---|---|---|---|
| Mean pay gap | 0.1% | 4.8% | 7.2% | -4.7% |
| Median pay gap | -1.2% | 1.7% | 3.0% | -2.9% |
Both our mean and median pay gap reduced compared with the previous year.
| 2023 | 2022 | 2021 | Percent (%) point change 2023 to 2022 (+/-) | |
|---|---|---|---|---|
| Mean bonus gap | 2.5% | 0.9% | 0.5% | +1.6% |
| Median bonus gap | 0.0% | 0.0% | 0.0% | No change |
There was a small increase to our mean bonus pay gap compared with the previous year.
Flexible working arrangements are available to all staff at Gambling Commission, but a higher proportion of women work on a part-time basis compared with men. Bonus payments were pro-rated based on individual full-time equivalent.
| 2023 | 2022 | 2021 | Percent (%) point change 2023 to 2022 (+/-) | |
|---|---|---|---|---|
| Percent of women receiving bonus pay | 81.5% | 79.1% | 90.1% | +2.4% |
| Percent of men receiving bonus pay | 85.4% | 83.3% | 87.8% | +21.1% |
More women received a bonus this year compared to the previous year.
Performance related bonuses paid in this period were paid to all eligible staff who had completed their probationary period. As we had hired more women than men in the intervening period, this resulted in a slightly higher proportion of men receiving the bonus overall.
| Men (percent) | Women (percent) | |
|---|---|---|
| Lower quartile | 48.8% | 51.2% |
| Lower middle quartile | 48.8% | 51.2% |
| Upper middle quartile | 48.8% | 51.2% |
| Upper quartile | 41.7% | 58.3% |
The Gambling Commission employs more women than men, and we see positive representation of women across all pay quartiles, particularly at senior leadership level.
Read last year’s gender pay gap report: 2022 Gender Pay Gap Report - Gambling Commission
Actions taken to close the Gap
As an organisation we are committed to addressing gender representation and supporting women in the workplace. Earlier in the year, we implemented our Diversity and Inclusion (D&I) Strategy for 2023 to 2026:
- introducing more inclusive recruitment practices, such as removing personally identifiable data from application forms during the shortlisting stages (Studies have shown that removing identifying information can help eliminate unconscious bias from hiring decisions and promotes a more diverse workforce)
- continuing to develop our pay and reward framework, to ensure our offer is fair, understood and the best we can achieve
- the ongoing delivery of our D&I Strategy, to maximise opportunities to attract, develop, support and retain diverse representation at all job levels throughout our workforce
- we will increase the frequency of our internal pay gap reporting, allowing us to make more proactive decisions.