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Gender Pay Gap Reporting

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CHEC are required by law to carry out gender pay gap reporting and to publish this data on the Government Website by 4th April each year. We are required to publish the following:

  • Gender pay gap (mean and median averages)
  • Gender bonus gap (mean and median averages)
  • Proportion of men and women receiving bonuses
  • Proportion of men and women in each quartile of the organisation’s pay structure.

This is the first year we will be reporting the data as our headcount as of 4th April 2023 was 376 permanent employees.

Our Data

At CHEC the median pay gap is 22% (median average hourly earnings) and the mean pay gap is 31.8% (mean average hourly earnings) – this means that the average earnings of men working at CHEC are higher than the average earnings of women. Our ratio of women to men for this period was 70% to 30%.

At CHEC we are committed to ensuring the fair treatment and reward of all of our staff, regardless of gender or other protected characteristics.

We are ensuring that women are supported and encouraged to further their careers within the Company. It is acknowledged that breaks in career most often presented by maternity leave disproportionately impact women. CHEC has flexible working policies and seeks to support women and men to manage family and career development.

Our robust recruitment process has equality and diversity embedded into its processes along with values-based recruitment. We will continue to ensure recruitment is non-gender biased and that adverts and applicants are recruited fairly, openly and transparently. This applies equally to men seeking roles in areas traditionally dominated by women as well as ensuring equitable access to senior roles for women.

At CHEC, we do not have a company bonus scheme presently, but the Bonus Gap shows that 8.2% more females receive a bonus relating to Commissions, Referrals and Secondment Allowances.