Gender Pay Gap

Every organisation with more than 250 employees are required to report on their gender pay gap, which is published on the website.

Below is a summary at the snapshot date of the 5th April 2023.

Headcount Split of Women and Men

Our headcount split is 65% women and 35% men; LCW employs significantly more women than men. There is a large percentage of our workforce across services where we have a generic pay structure applicable to all staff regardless of their gender. During the snapshot date, a large proportion of the staff in scope will have been working in our services with these set hourly rates and enhancements for unsociable hours.

The time the shift is worked (with the unsociable hours enhancement) will impact on the gender pay gap if it is worked predominantly by one gender.

Hourly pay gap

Women earn £1.03 for every £1 that men earn when comparing median hourly pay. Their median hourly pay is 2.6% higher than men’s. 

When comparing mean (average) hourly pay, women’s mean hourly pay is 5% lower than men’s.

The percentage of women in each pay quarter

women occupy 60.5% of the highest paid jobs and 52% of the lowest paid jobs.

Bonus pay gap

women earn £1 for every £1 that men earn when comparing median bonus pay. Their median bonus pay is 0% lower than men’s.

When comparing mean (average) bonus pay, women’s mean bonus pay is 0.6% higher than men’s.

Who received bonus pay:

87.3% of women

84.7% of men