26925 Tate Gender Pay Gap Report WEB2 - Flipbook - Page 3
Understanding
the gender pay gap
Gender pay vs equal pay
A gender pay gap shows the difference in average pay
across all of the men and women in an organisation,
industry or country as a whole. It can be driven by the
differing number of men and women across all roles.
It is not the same as an equal pay comparison which
looks at how much men and women are paid for carrying
out the same role.
Lowest paid
Median
Highest paid
How we calculated our numbers
Under the UK Government’s Gender Pay Gap regulation,
companies need to report their gender pay gap for all legal
entities in Great Britain with more than 250 employees.
RSS Global has provided reports for its legal entities in
the UK that ful昀椀l these criteria.
As required, we have provided data on all of our permanent
and temporary employees. Given we are a staf昀椀ng business,
we have a very high number of temporary employees on our
payrolls at any one time working in roles for our customers.
This number 昀氀uctuates depending on requirements from
our clients, and typically the rate of pay that our temporary
workers receive is decided by our clients.
Pay quartiles explained
A pay quartile is calculated by listing the hourly pay rates
for everyone in the business then dividing them in to four
equal sized groups. We then work out the percentage
of men and women in each group.
Median and mean gaps explained
The 昀椀gure used most regularly is the median gender pay gap.
To help bring this to life, imagine all the women at Tate
standing in one line, from lowest paid by hour to highest,
and all the men doing the same in another line. The median
gender pay gap is the percentage difference in hourly pay
between the woman in the middle of the line and the man
in the middle of the line. Hourly pay includes leave and any
shift premiums, but not overtime.
The mean gender pay gap is the percentage difference
in the average pay of men and women. This is calculated
by adding up all the hourly pay rates for all the women in
a business and dividing it by the number of women, then
doing the same for the men and comparing the difference.
The mean can be affected by different numbers of men
and women in different roles. Therefore, we also report
the number of men and women in different pay quartiles.
We also report the median and mean differences in bonus
pay over a twelve-month period, and the percentage of men
and women who received a bonus. A positive percentage
shows a gap in favour of men; a negative percentage shows
a gap in favour of women.
Tate
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Gender Pay Gap Report
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