|Difference in mean hourly rate of pay||7.0 %|
|Difference in median hourly rate of pay||13.3 %|
|Percentage of employees who received bonus pay||44.5 %||51.5 %|
|Difference in mean bonus pay||
|Difference in median bonus pay||
Employees by Pay Quartile
|Upper quartile||53.0 %||47.0 %|
|Upper middle quartile||43.0 %||57.0 %|
|Lower middle quartile||24.0 %||76.0 %|
|Lower quartile||33.0 %||67.0 %|
What are the underlying causes of Connect’s gender pay gap?
The lower and lower middle quartiles of our staff are predominately female, which influences the mean and median findings.
The reasons for the predominance of women in the lower and lower middle quartiles, we believe is that we have historically attracted more women as the roles are both local and fit well with other commitments. Many of Connect’s roles, in the lower and lower middle quartiles cover the lunch period and often only during term time. As the cultural norms evolve and change, we would expect a more even split in the lower middle and lower quartiles.
According to the law men and women must receive equal pay for the same or similar work and we are confident this happens at Connect.
What is Connect doing about the gender pay gap
There are no quick or easy ways to close the gender pay gap, and any changes may take several years to show any impact. Under our ISO 9001 we have a policy of reviewing and improving all our systems and policies every year.
We, Kate Bendall and Louise Laver, Joint Managing Directors, confirm that the information in this statement is accurate.