Successive Conservative Governments have taken action to make sure that the gender pay gap is eliminated once and for all. As part of this, we have called on companies, both small and large, to publish their gender pay gap data in order to shine a light on pay inequalities and the reasons behind them.
We will continue to take steps to monitor and review progress on gender diversity in order to achieve gender equality across our organisation.
This information relates to the 2019-2020 reporting period.
At CCHQ, our gender pay gap median is 1.6%. This means that we are well below the national average gender pay gap of 17.3% (the most recent average calculated in 2019). Our gender pay gap mean is 6.9%.
You can see how our figures from this year compares to the last reporting period here.
There is a 0.1% gap between the percentage of men and women receiving bonuses with 1.1% of men and 1% of women receiving bonuses in this reporting year. There was a 59.6% mean and 55.4% median average difference between what men and women received as bonuses.
Percentage of men and women in each pay quarter
|Lower middle quartile||63.2%||36.8%|
|Upper middle quartile||57.4%||42.6%|
Whilst our gender pay gap is well below the national average, we know there is more work to do and we remain dedicated to working to achieve parity of pay. Consequently, we are publishing our own gender pay gap data here as our commitment to meet these standards.
As an equal opportunities employer we will continue to work to take all reasonable measures to ensure that we recruit people from both sexes and all races and from people with disabilities and regardless of sexual orientation and will ensure that applications are not disadvantaged because of disability.
We publish our generous parental leave and pay policies on our website so that all prospective employees are well informed of their rights.
Alan Mabbutt OBE
Registered Treasurer and Legal Officer