Gender Pay Report

Statement

AdviserPlus is committed to equal opportunity in recruitment and employment irrespective of gender. Our people are paid for the role they have in the team and for their performance in that role. No other factors affect an employee’s remuneration.

Two of every three people employed with AdviserPlus are female and AdviserPlus has a gender pay gap which, at 26%, is above the national average of 14.3%. This gender pay gap is mainly attributed to the nature of the work that most people at AdviserPlus undertake.

Over half the people in AdviserPlus (60%) are engaged in roles that deliver HR advice and guidance and only a very small minority of these roles are in the upper pay quartile. Additionally, 90% of the Advisory roles are held by women. The HR profession has traditionally seen high concentrations of female practitioners and AdviserPlus is no exception. AdviserPlus has had a long-term commitment to offer part-time and flexible working to all employees to promote a healthy work/life balance which is also a contributing factor. Almost one third of all colleagues have a part-time working arrangement.

Employee retention and engagement underpin our approach, and we continue to support colleagues with hybrid/home working arrangements. A flexible approach to training and development, offering volunteering opportunities and providing a network of support are all important features of our work life balance commitment.

Commentary

• The mean gender pay gap is 26%
• The median gender pay gap is 26%
• The mean gender bonus gap is 74%
• The median gender bonus gap is 86%
• The proportion of male employees receiving a bonus is 17.6%
• The proportion of female employees receiving a bonus is 8.2%

The mean hourly rate is the average hourly wage across the entire organisation. The mean gender pay gap is a measure of the difference between women’s mean hourly wage and men’s mean hourly wage.

The median hourly rate is calculated by ranking all employees from the highest paid to the lowest paid and taking the hourly wage of the person in the middle. The median gender pay gap is the difference between women’s median hourly wage (the middle-paid woman) and men’s median hourly wage (the middle-paid man).

Employees by pay band (percentages)

Pay quartiles are calculated by splitting all employees in an organisation into four even groups according to their level of pay. Looking at the proportion of women in each quartile gives an indication of women’s representation at different levels of the organisation.

I confirm that our data is accurate and has been calculated in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Lynne Webster

People and Operations Director