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Colchester United Football Club Limited

Colchester United Football Club Limited Gender Pay Gap Report 2018/19

Gender Pay Gap Reporting

For the second year running 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 2018 (represented in the following figures). The gender pay gap shows the difference between the average earnings of men and women (both 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 = 32.42%

(Female hourly rate is 32.42% less than males)

  1. The Median Gender Pay Gap = 1.28%

(Female hourly rate is 1.28% less than males)

  1. The Mean Bonus Gender Pay Gap = -36.27%

(Women received 36.27% more mean bonus than men)

  1. The Median Bonus Gender Pay Gap = -202.93%

(Women received 202.93% more median bonus than men)

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

Males = 16.67%

Females = 2%

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


% Female EE's

% Male EE's

Lower Quartile



Lower Middle Quartile



Upper Middle Quartile



Upper Quartile



Find our report on the Government website by clicking on this link

Colchester United Football Club – Gender Pay Gap Statement
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 32.42% 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 1.28% 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 bonus’ received across the company are received by our professional players due to the nature of the role and playing contracts, hence why females only equate to 2%.  However, of those 2% the bonuses received by women in the club were, on average, 203% (median) and 36% (mean) higher than bonuses received by their male colleagues.

Finally, the proportion of men and women in our quartile bands are representative, again, of the fact we are a Football Club in a male only league. The higher three quartiles display a greater difference, with a larger percentage of male to female staff in these bands. Our lower quartile consists predominantly of casual catering, stewarding and match day staff, however, it also contains our apprentice players who are all male and although the gap here is closer, it would be almost equal if the players in this section were omitted (46% to 54%).

In conclusion, whilst we acknowledge there is a gap in pay between male and female employees; we believe this is unavoidable 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 favorable 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.


Holly Berry – HR Manager

Robbie Cowling – Chairman and Company Director