Two key reasons for Richmond Fellowship’s higher GPG are the gender composition of its upper pay quartile and the colleagues who have availed of its salary sacrifice schemes (childcare vouchers, cycle to work scheme and season ticket loans). Males represent 32.26% of the upper quartile, compared to 28.8% of the overall full pay relevant employee cohort. This means that the organisation’s higher earners are more likely to be male, and this will thus exacerbate its overall GPG. In regards to salary sacrifice schemes, these have generally been used by higher earning female employees and lower earning male employees, which has artificially increased Richmond Fellowship’s GPG by reducing the countable earnings from higher paid females, which has had less of an impact on the overall GPG results than the reduction of countable earnings from lower paid males.
Another reason for Richmond Fellowship’s higher GPG is the rostering of employees who worked on call shifts on the snapshot date. 44.4% of such staff were male and 55.6% were female, which contrasts with the split in the overall full pay relevant employee cohort of 28.8% males and 71.2% females. This significantly higher proportion of male staff who worked on call shifts has increased the overall GPG, as these earnings are taken into account when calculating the GPG. As the snapshot date was Easter Monday, this may have led to a different cohort of staff being available to work in our 24-hour services than may have been the case had the snapshot date been on a working day.
Six of the top 10 hourly earners in the organisation are female in 2021 to 2022, compared to 5 in 2020 to 2021. Furthermore, Richmond Fellowship now only has 1 quartile where there is a positive GPG (upper), compared to it having had 2 such quartiles (upper and upper middle) in 2020 to 2021.
28.71% of Richmond Fellowship’s relevant employees in 2021 to 2022 were male and 71.29% were female. This cohort is used to calculate Richmond Fellowship’s 2021 to 2022 bonus GPG.
Richmond Fellowship paid a £50 Christmas voucher to all employees in December 2020. It also paid a cash recognition bonus to all staff who worked in front-line services and who could not work from home during the initial wave of the Covid pandemic. This bonus was paid in November 2020 and was pro-rated by colleagues’ weekly working hours. Other payments which are deemed bonus payments include long service awards, “golden hello” payments (awarded for joining the organisation during specific recruitment campaigns). Both the long service awards and “golden hello” payments are flat rate payments.
The £50 flat payment to all employees in December 2020 accounts for Richmond Fellowship not having a median bonus GPG for 2021 to 2022. The 9.79% mean bonus GPG for 2021 to 2022 can be accounted for by the recipients of the flat rate long service award payments and the Covid cash recognition bonus payments. 31.58% of the long service award payments were male, compared to 28.71% of the organisational relevant employees. Furthermore, the 2 highest recipients of long service award payments were male, which has increased the organisational mean GPG. Of the 373 recipients of the Covid cash recognition bonus, 112 were male (30%) and 70 of the 202 employees who received the full Covid cash recognition bonus (34.65%) were male. This therefore shows that Richmond Fellowship had more female staff who worked on site in front-line services on a part time basis, which has caused its overall mean GPG to have increased due to more males working in such a situation on a full time basis and thus qualifying for the full bonus payment.
Richmond Fellowship remains committed to being an equal opportunities employer and it encourages all employees to avail of career development opportunities and employee incentive schemes.