Corporate Responsibility

Gender Pay Gap 2022

Last Updated: 30 May 2022

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 just under 600 staff and has taken over the reporting of the gender pay gap figures since 2018/19 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 2020 and 5 April 2021.

The gender pay gap is the difference between the average pay of men and women, expressed as a percentage (a positive figure indicates a gender pay gap in favour of men, in comparison to a negative pay gap which demonstrates a gap in favour of women). 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 four 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

 

2018/19

2019/20

2020/21

2021/22

Mean

-10.23%

-15.78%

7.7%

-1.9%

Median

-6.63%

-5.75%

-4.4%

-2.5%

 

 

2018/19

2019/20

2020/21

2021/22

 

Male

Female

Male

Female

Male

Female

Male

Female

Lower Quartile

54%

46%

57%

43%

41.4%

58.6%

55.8%

44.2%

Lower Middle Quartile

46%

54%

44%

56%

46.2%

53.8%

47.1%

52.9%

Upper Middle Quartile

42%

58%

36%

64%

33.7%

66.3%

47.1%

52.9%

Upper Quartile

42%

58%

38%

62%

45%

55%

45.6%

54.4%

 

 

2018/19

2019/20

2020/21

2021/22

Mean Bonus Pay Gap

48.02%

63.16%

24.3%

-1.6%

Median Bonus Pay Gap

-141.88%

-213.80%

-236.9%

0.0%

Male Proportion Receiving Bonus

25%

20.35%

18.9%

45.07%

Female Proportion Receiving Bonus

27.30%

26.37%

19.2%

54.04%


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 continue to have more women in employment than men at BCLT with this figure increasing from 56% in 2019, to 57% in 2020, with a small reduction in this proportion down to 54% in 2021.

This reporting year, both our mean and median pay gaps are negative, demonstrating that within BCLT, women (on average) earn more than males. This could be supported by the fact that within the Lower Quartile (the lowest paid employee group), the majority of the population are now males, meaning the lower paid jobs within BCLT are held by more males, therefore reducing the overall median. This is in contrast to the previous year where the majority of the Lower Quartile was held by women, hence the movement in favour of women on our gender pay gap. When looking at the year on year data, it reflects movement of more females into the higher paid roles (upper quartiles), which is in contrast to previous years. This mirrors our commitment to attracting and retaining females in higher paid roles and we will continue to support equality, inclusion and diversity within BCLT.

Our Mean Bonus Pay Gap is now in favour of females, however this year, unlike previous years, nearly all employees received a £100 recognition payment for their contributions during the pandemic. This has skewed the median, with there being no gap between males and females. In relation to the mean, a larger proportion of women receive a bonus in comparison to men with the females being paid (on average) more than males, which is supported by the movement of females into the upper quartiles, which generally demonstrate higher banded roles, more likely to be eligible for bonus. Commission type bonuses are also included in the calculation and those payments tend to be higher and more biased towards female roles.

Our Bonus Pay Gap for our median is also negative again this year, which means that the average (median) bonus payments are higher for women than for men, which also reflects the fact that more women than men are receiving a bonus. We have more women at BCLT in these commission-earning roles and therefore, they have a greater earning potential for commission than men.

Our results exceed wider industry trends with the Office for National Statistics placing the median gender pay gap for ‘Leisure & Sports Managers’ at 12%. Our mean of -1.9% and median of -2.5% both excel industry trends.

 

Our Continued Action Plan 

Whilst our gender pay gap is already in favour of females BCLT commit to continued equality, diversity and inclusion and we are committed to the following actions:

• Succession planning for senior roles to include both male and female internal candidates
• MyHR catch ups with high performing female employees to discuss future opportunities in senior roles
• Reviewing pay at least annually, to ensure it is applied fairly and equitably and that no gender, or other bias, is occurring. This will also be reviewed at point of recruitment for any senior positions.
• 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 in and 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.

Brian Taylor
Chair
Birmingham Community Leisure Trust