Gender Pay Gap
Gender Pay Gap
BAI UK Ltd
Gender Pay Gap Reporting
We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employees’ data. We are required to publish the results on our own website and a government website. We will do this within one calendar year of April. We can use these results to assess:
- the levels of gender equality in our workplace
- the balance of male and female employees at different levels
- how effectively talent is being maximised and rewarded.
The challenge in our organisation and across Great Britain is to eliminate any gender pay gap. It can be seen from the figures reported that there are more males than females in the top quartile. This creates an imbalance in the overall pay values when compared. The good news is that more females are in the lower quartiles which should lead, in the future, to increasing numbers of females in the fourth quartile which will slowly close the Gender pay Gap.
Gender Pay Gap Report 2024 | |
|---|---|
Mean Gender pay gap hourly pay
| 21% |
Median Gender pay gap in hourly pay | - 4% |
Mean Bonus pay gap | 10% |
Median Bonus pay gap | 11% |
Males | Females | |
Proportion of Males and Females receiving bonus payment | ||
|---|---|---|
93% | 92% | |
Proportion of Males and Females in Quartile four | ||
60% | 40% | |
Proportion of Males and Females in Quartile three | ||
29% | 71% | |
Proportion of Males and Females in Quartile two | ||
40% | 60% | |
Proportion of Males and Females in Quartile one | ||
63% | 37% | |
Our People
Brittany Ferries - the story of many hundreds of passionate staff members enjoying fulfilling careers
Copyright Brittany Ferries |
