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Club Statement: Gender Pay Gap Reporting 2018-19

17 March 2020

THE Club has today submitted its gender pay gap report as required by Government legislation.

The data is available online through the Government portal.

As we employ more than 250 full and part-time staff at the snapshot date we must report our ‘Gender Pay Gap’ information as of 5 April 2019. The gender pay gap analysis is a high-level review of pay within an organisation and shows the difference in the average pay between all men and women in a workforce.

This should not be confused with 'equal pay' which is a more specific legal concept that deals with the pay differences between men and women carrying out comparable jobs. A gender pay gap does not equate to the existence of an equal pay issue.

The Club is committed to the EFL Equality Code of Practice but the nature of the business, being a men's Professional Football Club, this inevitably results in male-dominated high-earners and a large gender pay gap can be expected.


As at the snapshot date the Club's gender pay gap statistics are:

% Mean Gender Pay Gap – Ordinary Pay: 30.8% 
Median Gender Pay Gap – Ordinary Pay: 6.9% 

Mean Gender Pay Gap – Bonus pay 12 months ended 31 March: 96.0% 
Median Gender Pay Gap – Bonus pay 12 months ended 31 March: 93.0%

Proportion of Male and Female employees paid a bonus in the 12 months ended 31 March:
Male: 19.0% 
Female: 22.0%

Proportion of Female and Male employees in each Quartile

First Lower Quartile:

Female: 32.6%
Male: 67.4%

Second Quartile

Female: 44.6% 
Male: 55.4%

Third quartile
Female: 29.3%
Male: 70.7%

Fourth (upper) quartile
Female: 17.4% 
Male: 82.6%

The mean gender pay gap for ordinary pay reported being so far in favour of male pay are mainly as a result of the Club being a men's Professional Football Club and therefore paying professional football salaries to its players.

The median gender pay gap for ordinary pay is in favour of male employees because not only are the players and coaching staff all male but the majority of other staff including most match day stewards.

The mean gender pay gap for bonuses is so high in favour of male employees due to the majority of higher value bonuses relate specifically to those paid to professional players.

Due to the nature of the Club’s core business, the variance in pay is likely to always continue due to the salaries paid to players, all of whom are male.

However, the Club will continue to develop and promote its Equality and Diversity policies to ensure that those individuals with protected characteristics are not marginalised or treated differently.

We confirm the data reported is accurate and signed off by a Director of the Company.

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