Background
- The Government requires all organisations with over 250 staff to calculate and publish the difference in average pay between all men and women in the organisation.
- Historic Royal Palace's results can be found below. The mean and median hourly gender pay gap calculations show a snapshot of the average organisational position as of 5th April 2024. The mean and median bonus pay gap relates to the 12-month period up to and including 5th April 2024.
- Where relevant, comparisons have been made to the results that were published for the 2022-23 year.
- The gender pay gap regulations do not define the terms ‘men’ and ‘women’ and we respect our colleagues right to choose how they identify their gender. For the purposes of these calculations we use information that colleagues have already provided for our HR system records. If an employee does not self-identify as either male or female we will exclude them from these calculations.
Gender Pay Reporting Results
Historic Royal Palace's results for 2023-24 are as follows, with the 2022-23 results shown in brackets:
- Mean hourly gender pay gap = 4.03% lower for women (5.41% in 2022-23)
- Median hourly gender pay gap = 7.93% lower for women (4.05% in 2022-23)
- UK Gender pay gap for median gross hourly earnings for April 2024 = 13.1%
Quartiles:
Upper Quartile: 40% (41%) men, 60% (59%) women
Upper Mid Quartile: 45% (47% men), 55% (53%) women
Lower Mid Quartile: 30% (43% men), 70% (57%) women
Lower Quartile: 40% (32% men), 60% (68%) women
(2022-23 figure)
Bonus Pay Data Reporting Results
- Mean bonus gender pay gap = 29.1% (17.8% in 2022-23)
- Median bonus gender pay gap = 3.2% (0% in 2022-23)
- Proportion of males and females receiving a bonus payment = 72.1% of males and 61.4% of females (79.2% of males and 65.9% of females in 2022-23).
Analysis of Data
Here is some further context to help you understand these results.
Hourly Pay Gap
- Our hourly pay gap (mean) has decreased because we have recruited a higher proportion of females since the last report in roles in the upper quartile of pay. A greater number of female employees also benefitted from action taken to reinstate pay progression in April 2024
- Our hourly pay gap (median) has increased because we have recruited a significantly higher proportion of females since the last report and particularly to jobs in the lower quartiles of pay.
- The Executive team (including the Chief Executive), which sits in the upper quartile of pay, comprises 3 females and 6 males.
Length of service and reinstatement of progression point pay increases
- Pay ranges/ grades are determined for each role using a comprehensive Hay job evaluation framework. Normal practice is for new starters to be paid at the bottom progression point of the respective pay range for their role.
- As a result of the financial impact of the pandemic, we made several difficult decisions in order to ensure the longer-term survival of the Charity, including the decision not to reinstate our automatic progression point pay increases once we were able to reintroduce a pay award. We addressed the progression point issue in our 2024 pay review, effective 1st April 2024, which has impacted this year’s report.
Allowances
- There are a number of roles that attract allowances (i.e., shift disturbance, on-call, and market rate supplements) which are found in departments with a higher proportion of male staff, such as security functions, Yeoman body, IS, maintenance, etc. This impacts the hourly pay gap.
- In addition, there are other allowances that are not department specific, such as extra responsibility supplements and first aid allowances, that are being provided to more males than females. We are undertaking a review of our allowances within our Pay and Reward review project.
HRP bonus
- Our bonus gap mean is 29.3% and our bonus gap median is 3.2% for the reporting period. As bonuses are calculated pro rata based on the individual’s contractual hours, the bonus gap mean has likely come as a result of 29% of our reportable staff being females in part-time roles as well as the fact that a greater number of our Executive Team are male.
Actions
- We will conclude our current ongoing review of our pay and grading structure and implement changes in time for our 2025/26 pay review to help us ensure that there remains an objective and equitable framework for how we determine pay levels for all roles at HRP. We remain committed to ensuring that remuneration is fairly proportioned between both genders where practicable.
- We will continue to take action to further support and promote female talent and succession within the organisation, especially in senior roles.
- We will continue to promote gender diversity in roles which have traditionally been perceived as being more ‘masculine’ or ‘feminine’ (i.e., roles with a security element which are generally dominated by men, and seasonal/casual roles which are generally dominated by women).
In addition to the above and within the process of developing a detailed Equity, Diversity and Inclusion action plan we will also start to monitor and assess if there are any pay or bonus gaps for staff with other protected characteristics, such as ethnicity. The plan, which will be informed by a recent internal audit and via consultation with staff, will also focus on a review of: our approach to data gathering; recruitment and selection processes, the role of the Inclusivity Network, and all relevant policies and procedures.