The gender pay gap is a measure of what women are paid relative to men. It is a government reporting requirement that assists businesses in identifying and analysing diversity at all levels. It also aids in identifying the difference between pay received by men compared to pay received by women, irrespective of their grade or seniority.
Mean pay gap: The mean gender pay gap figure is assessed by including the hourly pay of all full-pay employees to calculate the difference between the mean (average) hourly pay of men, and the mean (average) hourly pay of women.
Median pay gap: The median pay gap is the difference between the hourly pay of the median full-pay relevant men and the hourly pay of the median full-pay relevant woman. The median is the number that falls in the middle of a range when employees' salaries are grouped from smallest to largest.
As of 5 April 2021, RVU had 250 relevant employees in which 90 were women and 160 were male staff members. Within the 250 employees, 248 staff members were included in the full pay relevant calculations i.e. 88 female and 160 employees (two employees were on reduced maternity pay).
For the period of 6 April 2020 to 5 April 2021, we paid 229 staff bonuses relating to i.e. performance, commission, sign-on bonuses, long service awards, referral bonuses and group referrals. Bonuses were awarded to 80 women and 149 men who received a payment relating to bonus within the 12 month pay period.
Proportion of employees in each pay quarter according to gender:
For the quartiles calculations RVU had 248 employees as of 5 April 2021, divided by four equal quartiles - 248 divided by 4 is 62.
Percentage of men and women receiving bonus calculations included relevant employees for the period of 6 April 2020 to 5 April 2021. RVU paid 229 employees bonuses relating to i.e. performance, commission, sign-on bonuses, long service awards, referral bonuses and group referrals. There were 80 female and 149 male employees who received a payment relating to bonus.