Comprehensive Gender Pay Gap Analysis
Budget: £250 – £750 GBP
I'm looking for a detailed PDF report on the gender pay gap covering the past year.
Please note:
- The report should include, but not be limited to, average salary by gender, gender distribution across roles, and pay gap percentage by department.
- The data should be presented in a clear and professional manner suitable for a PDF document.
Ideal skills for this project include:
- Proficiency in data analysis
- Excellent report writing skills
- Experience with gender pay gap analysis
Please provide relevant samples of your work.
From our benefits managers:
'The reports are based on s ‘snapshot’ date of 5th April each year and we then have 12 months to publish the report. The report on the website currently is from 5th April ’23 and it’s the report for 5th April ’24 that we need to update and publish in the next couple of weeks.
I’ve attached the PDF report out of the system.
For the commentary, some background that may be helpful / relevant is:
Mean pay gap (6.9%) is slightly in favour of men and not hugely adrift from pay parity.
Median pay gap (-16.3%) is in favour of women and to a greater degree than the Mean pay gap is in favour of men.
Significantly more of our female staff are bonus eligible than our male colleagues (90.4% of women vs 36.2% of men).
However, the bonus gap is less favourable with men getting noticeably more bonus than women (Mean Bonus pay is 56.2% more than women and Median Bonus pay is similar at 52.4%). The reason for this is that most of our high bonuses are in PRS and specifically within the Engineering teams or Sales teams, both of which are predominantly male occupied. I think we can explain the Engineering difference but between us I have flagged to Lisa that the Sales gap is less explainable and something I think we should look into but unsure how best to talk about this in the commentary. One possible explanation could be that as PRS Sales is to a degree Engineering Sales there is a natural bias within the business for Engineers to move into Sales roles, Between us I don’t think fully explains the pay gap but it may explain it in part and something we could refer to in the commentary. Interested to get your thoughts there.
In terms of our distributions one good thing we can talk about is that we but the national trend by seeing an increase in our percentage of female staff in the upper half of our pay brackets. This could be due to the larger number of semi-skilled and Fitter / Electrician type roles in the bottom half of our salary distributions vs women in higher levels roles. Women occupy roughly 12% of our bottom half of salaries vs 22% of our top half of salaries. Often in other business the female proportion reduces as you go up the salary levels. With Selwood the reverse is true, so that’s something to shout about (although only because we employ so many lower paid engineering type roles, but still).
There is also a natural problem for us of attracting women into our workplace as there is a genuine situation that many of our roles are less attractive being engineering in nature (and there are fewer women in engineering) and also we work with waste water or pump / plant rental so it’s not to everyone’s preference and legitimately more so for women despite our best efforts, it is a national trend (on the engineering front).'
Please note:
- The report should include, but not be limited to, average salary by gender, gender distribution across roles, and pay gap percentage by department.
- The data should be presented in a clear and professional manner suitable for a PDF document.
Ideal skills for this project include:
- Proficiency in data analysis
- Excellent report writing skills
- Experience with gender pay gap analysis
Please provide relevant samples of your work.
From our benefits managers:
'The reports are based on s ‘snapshot’ date of 5th April each year and we then have 12 months to publish the report. The report on the website currently is from 5th April ’23 and it’s the report for 5th April ’24 that we need to update and publish in the next couple of weeks.
I’ve attached the PDF report out of the system.
For the commentary, some background that may be helpful / relevant is:
Mean pay gap (6.9%) is slightly in favour of men and not hugely adrift from pay parity.
Median pay gap (-16.3%) is in favour of women and to a greater degree than the Mean pay gap is in favour of men.
Significantly more of our female staff are bonus eligible than our male colleagues (90.4% of women vs 36.2% of men).
However, the bonus gap is less favourable with men getting noticeably more bonus than women (Mean Bonus pay is 56.2% more than women and Median Bonus pay is similar at 52.4%). The reason for this is that most of our high bonuses are in PRS and specifically within the Engineering teams or Sales teams, both of which are predominantly male occupied. I think we can explain the Engineering difference but between us I have flagged to Lisa that the Sales gap is less explainable and something I think we should look into but unsure how best to talk about this in the commentary. One possible explanation could be that as PRS Sales is to a degree Engineering Sales there is a natural bias within the business for Engineers to move into Sales roles, Between us I don’t think fully explains the pay gap but it may explain it in part and something we could refer to in the commentary. Interested to get your thoughts there.
In terms of our distributions one good thing we can talk about is that we but the national trend by seeing an increase in our percentage of female staff in the upper half of our pay brackets. This could be due to the larger number of semi-skilled and Fitter / Electrician type roles in the bottom half of our salary distributions vs women in higher levels roles. Women occupy roughly 12% of our bottom half of salaries vs 22% of our top half of salaries. Often in other business the female proportion reduces as you go up the salary levels. With Selwood the reverse is true, so that’s something to shout about (although only because we employ so many lower paid engineering type roles, but still).
There is also a natural problem for us of attracting women into our workplace as there is a genuine situation that many of our roles are less attractive being engineering in nature (and there are fewer women in engineering) and also we work with waste water or pump / plant rental so it’s not to everyone’s preference and legitimately more so for women despite our best efforts, it is a national trend (on the engineering front).'