Context and definitions

NNL produces the annual pay gap analysis and report to comply with The Equality Act 2010 (Gender Pay Gap Information Regulations 2017). Gender pay legislation requires us to report on the difference in pay and bonus payments between men and women across all roles in the organisation.

In accordance with the requirements, a pay data snapshot is taken at the beginning of the financial year and bonus data is based on payments made within that financial year.

In this report we compare the difference between pay and bonus pay for men and women. We use this annual opportunity to delve further into the data and hence provide some additional figures to give more insight into our employee demographic and pay structures. This report also includes a comparison to previous years’ data to help identify trends.

UK gender pay gap regulations require reporting on key metrics, which are explained below and defined by government. The data is based on absolute hourly rates for pay gap calculations and total monetary value for bonus pay gap calculations.

Gender pay and equal pay

Equal pay does not automatically lead to a zero gender pay gap. An equal pay analysis considers whether men and women are paid equally for performing similar roles whereas the pay gap looks at the combination of all employees in all roles across the company.

Full-pay relevant employees

As defined by the gender pay gap guidance, all employees who were paid their usual full pay in the pay period considered are referred to as “full-pay relevant employees”.

Mean and median

Mean: the pay or bonus pay for all men is summed and divided by the total number of men in the organisation. The same is done for women. The difference between the two values is then calculated and divided by the mean pay for men to give the percentage gap.

Median: the pay or bonus pay for men is ordered high to low, and the midpoint is selected. The same is done for women. The difference between the two midpoints is then calculated and divided by the median pay for men to give the percentage gap. Note that mean and median values alone do not give the full picture of the gender pay gap. We therefore investigate the data further to help us better understand the pay gap and where we might focus our efforts to improve.

Quartile pay bands

Quartiles are determined by dividing our workforce into quarters according to their full-time equivalent salary. The lowest paid quarter is referred to as quartile 1 and the highest paid quarter of the workforce is referred to as quartile 4.

NNL Employees