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Colchester United Football Club Limited

Gender Pay Gap Report 2018

An Introduction To Gender Pay Gap Reporting
Following the introduction of new regulations, employers with over 250 employees are required to report specific figures about their gender pay gap in April each year. The figures are representative of a snapshot date of 5th April (the calculations below are reflective of the 5th April 2017 snapshot date).

The gender pay gap shows the difference between the average earnings of men and women (mean and median) and is a valuable tool for assessing levels of equality across the work place.

Gender Pay Gap Calculations

1. The Mean Gender Pay Gap = 27.6%
(Female hourly rate is 27.6% less than males)

2. The Median Gender Pay Gap = 2.6%

(Female hourly rate is 2.6% less than males)

3. The Mean Bonus Gender Pay Gap = 61.5%

(61.5% gap between bonus amounts received – Male being higher and female being lower)

4. The Median Bonus Gender Pay Gap = 31%

(31% gap between bonus amounts received – Male being higher and female being lower)

5. The proportion of males and females receiving bonus payments:

Males = 17.9%
Females = 3.6%

6. The proportion of males and females in each quartile pay band:-

Colchester United Football Club – Gender Pay Gap Statement
As a Club, Colchester United strive to ensure gender equality and equal opportunities are one of key aspects at the forefront of our business.

Our Gender Pay Gap calculations represent a professional men’s football club, whereby our highest earners are those who are our professional players and exist within a male only league. This gap is reflected in the mean gender pay gap of 27.6% and is heavily influenced by the salaries and gender make-up of our football team. However, the median gender pay gap represents only that of 2.6% proving that across all levels of the business (ranging from casual catering staff, office staff to professional playing staff), Colchester United strive to ensure both male and female employees are paid equally according to their roles and responsibility.

The majority of bonuses received across the company are received by our professional players due to the nature of the role and playing contracts, hence why both mean bonus gender pay gap (61.5%) and median bonus gender pay gap (31%), represent higher percentages and a greater disparity.

The proportion of males and females receiving bonus payments supports this, with 17.9% of males receiving a bonus across the entire business and 3.6% of females receiving a bonus. It must be taken into account that the majority of the 17.9% is made up of our professional football team, therefore, the gap between males and females receiving a bonus is purely dependent on what roles the bonus is available to and not reflective of whether they are male or female.

Finally, the proportion of males and females in our quartile bands are representative, again, of the fact we are a Football Club in a male only league. Our upper and upper middle quartiles display a greater difference, with a higher percentage of male to female staff in these bands. In contrast, in both lower and lower middle quartiles, it is the males who represent a higher percentage compared to females in these bands. Our lower quartiles consist mainly of casual catering, stewarding and match day staff and any gap between male and female is only due to the interest we have in the roles from either sex and those who apply.

In conclusion, whilst we acknowledge there is a gap in pay between male and female employees; we believe this is warranted due to the nature of the business that we run. Our recruitment processes ensure all applicants are reviewed fairly according to ability and qualification, and are not favourable to either sex. As a Club, we will continue to address any pay gap we have between male and female employees and strive to promote ourselves as the equal opportunities employer that we are.

Regards,
Laura Hall – Senior HR Officer
Robbie Cowling – Chairman and Company Director