Each year, by 4th April, public, private and voluntary sector organisations with 250 or more employees are required by the UK government, to report on their gender pay gaps, using six different measures.
The gender pay gap differs from equal pay as it is not exclusively about men and women doing the same job and the difference in their pay. When calculating the differences in average hourly rates of pay the gender pay gap takes into account all jobs, at different levels and all salaries within an organisation. This means that the gender pay gap can result from many different factors which we will look to explore in relation to North Air.
All employees who are employed by North Air on the snapshot date are counted, irrespective of the duration of their employment. Employees are then split into 2 categories ‘Full Pay Relevant Employees’ and ‘Relevant Employees’. The company’s snapshot date was 5th April 2021.
This year our gender pay gap calculations are affected by ‘Furlough’. In line with the regulations, as employees who are on ‘Furlough’ leave earn less than their normal salary (we did not top up to 100% salary at the time of the snapshot date) they should be counted as ‘relevant’ employees for the purposes of the gender bonus gap calculations but not as full-pay relevant employees for the purposes of the gender pay gap calculations.