Corporate Responsibility

Gender Pay Gap

Last Updated: 08 Sep 2020

About Us 

Established in 2015, Birmingham Community Leisure Trust (BCLT) was created in partnership with Birmingham City Council to revitalise the city’s sport and leisure centres, and offer value for money leisure services. Our vision is the creation and maintenance of a first class range of health leisure and recreational activities and facilities that serves all parts of Birmingham’s communities.

BCLT employs over 500 staff and has taken over the reporting of the gender pay gap figures for 2018/19 and 2019/20 from the Serco Group Plc who’s subsidiary Serco Leisure Operating Ltd act as Managing Agents to BCLT.


Our Gender Pay Gap

BCLT falls under the requirement for organisations with 250 employees or more to report on their gender pay gap with figures compiled based on the reporting snapshot of 5 April 2018 and 5 April 2019.

The gender pay gap is the difference between the average pay of men and women, expressed as a percentage. The gender pay gap is different from equal pay, which is defined as being paid the same regardless of gender for the same jobs, or similar work of equal value.

This report includes two years of gender pay gap reporting data, including the following as set out in the reporting requirements:

  • Mean gender pay gap
  • Median gender pay gap
  • The proportion of men and women in each quartile pay band
  • Mean bonus pay gap
  • Median bonus pay gap
  • The proportion of men and women receiving bonuses




















Lower Quartile





Lower Middle Quartile





Upper Middle Quartile





Upper Quartile









Mean Bonus Pay Gap



Median Bonus Pay Gap



Male Proportion Receiving Bonus



Female Proportion Receiving Bonus




Explaining our Pay Gaps

There are often many factors which contribute to, or cause, a gender pay gap, and these vary for different employers and for different industries.

We hire more women than men at BCLT, and this has increased from 54% in 2018 to 56% in 2019. We have a negative gap at BCLT. This means that the average woman earns more than the average man. Our negative gap for both the mean and median is best explained by the distribution of type of roles at BCLT.

We have more men concentrated in our lower paying roles, which tend to be Recreation Attendants and Life Guards. This has a lower pay per hour than some of the female dominated roles, like Swimming Teachers, who receive a higher pay per hour. This explains why we have more women than men in our upper quartiles and why we have a negative pay gap. This is consistent across both reporting years at BCLT. 

Our Mean Bonus Pay Gap is positive, which means that the average (mean) bonus payments for men are higher than women.  Our mean bonus is influenced by our Management Level Bonuses, that is only applicable for our most senior Operational Management positions that are currently undertaken by men at BCLT. Our Bonus Pay Gap for our median is negative, which means that the average (median) bonus payments are higher for women than for men. The median is representative of the middle value, and the higher median average bonus payments to women is due to the fact that this comes from commission; selling leisure memberships. We have more women at BCLT in these commission-earning roles and therefore, they have a greater earning potential for commission than men. Nonetheless, the average bonus payments under the legislation that is considered for bonus is very small.

Our results are indicative of wider industry trends. The Office for National Statistics places the average gender pay gap for the leisure and travel industry at -7%[1]. The House of Commons states that the pay gap for those working part time in leisure services at less than 0%. We are pleased that our results reflect wider industry expectations.


Our Continued Action Plan 

BCLT is committed to equality, diversity and inclusion and we are committed to the following actions:

  • Reviewing pay to ensure it is applied fairly and equitably and that no gender, or other bias, is occurring
  • Reviewing recruitment processes to try and attract more candidates into roles that are under-represented, including running training courses for existing staff to up-skill them

We will be monitoring progress on a regular basis and reporting on this in future gender pay gap statements. These actions are part of, and integrated with, our broader approach to equality and diversity in the workplace.

We will continue to invest to develop our workforce and to implement our action plans to improve diversity and inclusion. We will continue to monitor, and capture gender pay gap data to ensure that we maintain our efforts to create a working environment to attract, retain and enable all talent to flourish.

I can confirm that the data reported and the information in this statement is accurate.


[1] This figure excludes those working in engineering and construction within the leisure and travel industry, as this will skew this number towards a positive value – e.g. pilots would otherwise be included in this.