Gender Pay Gap reporting

Gender Pay Gap reporting is a new legislative requirement for organisations employing more than 250 people. It’s important to note that it’s not the same as the requirement to pay men and women equal pay for equal work. We’re confident we pay men and women equally for doing like for like work. Like most organisations, we recognise that we do have a gender pay gap at 5 April 2017.

We also recognise that due to the seasonal nature of our operation, we have a volatile workforce profile which hugely affects our figures. For example, we have run the figures for 1 June 2017 when we are at our highest employment, and our median gap falls from 16.3% to 5.35%. At 5 January, when our workforce is at its smallest, then it falls even further to 0.07%.

We’re pleased that even as at 5 April 2017 our Gender Pay Gap is still below the national average published by the Office of National Statistics as at the time of reporting, however, we believe that this is a great opportunity for us to talk about what we’re already doing and what more we can do to make every role at Glyndebourne as attractive to as many people as possible.


​Gender Pay Gap Report 05/04/2017 01/06/17 05/01/18
Mean Gender Pay Gap 12.5% 11.38% 11.32%
Median Gender Pay Gap 16.3% 5.35% 0.07%
Mean Bonus Gap 7.3%
Median Bonus Gap 14.8%
Bonus Proportion Male 71.3%
Female 68.0%
Quartile Pay Bands
Lower Quartile Male 37.0% Out of 65 employees in the lower quartile, 24 were male and 41 were female
Female 63.0%
Lower Middle Male 42.2% Out of 64 employees in the lower middle quartile, 27 were male and 37 were female
Female 57.8%
Upper Middle Male 43.7% Out of 64 employees in the upper middle quartile, 28 were male and 36 were female
Female 56.3%
Upper Male 54.7% Out of 64 employees in the upper quartile, 35 were male and 29 were female
Female 45.3%