Gender Pay Gap Report
Report: Gender Pay Gap – snapshot date 5 April 2025
A summary of the latest figures & the data reported can be found below, as well as an overview of the data trends since 2018; and our full reporting history is also available online.
N.B. the 2022-23 report (snapshot date 5th April 2022) shows as late on the government portal due to a correction being made to this dataset as part of the 2023-24 submission.
On 5th April 2025:
- Women’s mean hourly rate was 11.8% higher than men’s. (↑ 2.4% – prev. 9.4%
higher) - Women’s median hourly rate was 6.6% higher than men’s. (↓ 4.1% – prev. 10.7%
higher) - Women’s mean bonus pay 37.8% lower than men’s. (↑ 3.6% – prev. 34.2% lower)
- Women’s median bonus pay was 36.3% lower than men’s. (↑ 9.1% previously 27.2%
lower) - More women than men received a bonus (54% of women; 47% of men)
- There are more women in the top two quartiles, and bottom quartile, more men
make up the lower middle quartile.
Contextual Factors & Organisational Commitments
- Further analysis of gender & pay data shows a continuing trend across the workforce in line with industry trends.
- The gender make-up of the Everybody workforce remains female dominant (57% F : 43% M).
- The report shows our “inverted” gap (i.e. women earning more than men) has increased this year for the mean hourly rate and decreased for the median hourly rate.
- Across our leisure centre facilities, excluding fitness & teaching staff, operational teams are comprised evenly of females & males (46% 54%), as is our Sport for Everybody team; whereas Catering and Health teams are predominantly comprised of female post-holders (70% / 74% respectively).
- Similarly, business support & management functions are comprised 44% females : 56% males.
- Within fitness, most Fitness Instructors are female (increased from 70% to 81%), with males predominantly holding Health & Fitness Advisors and Personal Trainer roles. In between the last snapshot date & the current snapshot date we have introduced a new role – Mind & Body Instructor which attracts a higher rate of pay and is held predominantly by females.
- For roles based in the pool environment, females continue to hold the majority of Swim Teacher (74%) & Swim Lead (72%) roles; and males continue to occupy most Lifeguard positions (69%).
- We continue to see an increase in females on our Aspiring Leader programme (previously Aspiring Manager training programme) with 28% in 2023 → 46% in 2024 → 50% in 2025. Appointment to a management role after the programme depends on a vacancy becoming available and we have high retention rates / low turnover within management roles so a gradual shift towards increased occupation by females of management roles on completion of the programme is expected.
- “Bonus” payments include a range of discretional pay initiatives. These have varied year on year as agreed as part of pay award discussions with colleagues and recognised Trade Unions. These include reward & recognition incentives and long service awards.
- A comprehensive and objective Job Evaluation Scheme remains is in place. This measures the value of all positions across the organisation and ensures a fair rate is paid for a role, regardless of it being occupied by a male or female.