Gender Pay Gap Reporting

Rewarding and challenging careers in fair, safe and supportive workplaces is not just ‘nice to have’ – it is what we work together to achieve every day at The Reducing Reoffending Partnership. This includes embracing and celebrating diversity across all groups and creating environments and opportunities so that all of our people can thrive.

Following the introduction of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, as an employer we are required to carry out Gender Pay Reporting.

There are six reporting requirements:

  • The difference between the mean pay of men and women
  • The difference between the median pay of men and women
  • The difference between the mean bonus pay of men and women
  • The difference between the median bonus pay of men and women
  • The proportion of men and women who receive bonus pay
  • The proportion of men and women in each pay band

These reporting requirements do not involve the publishing of individual employee data. In addition, the calculations do not relate to what men and women are paid for doing the same role. Rather, the calculations take into account all jobs at all levels and salaries.

You can see our 2018 gender pay gap report for Reducing Reoffending Partnership here. This report explained the data in more detail for the first reporting year.

We have also published our gender pay gap information on the government website (DLNR and SWM are reported separately):

Click here to see our DLNR gender pay gap data, published on the government website in 2019 and 2018.

Click here to see our SWM gender pay gap data, published on the government website in 2019 and 2018.

We confirm that this data is accurate.