What is Gender Pay Gap reporting? 

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2016 came into force on 1 October 2016, requiring all employers within a group that employs 250 or more people to publish on their website the overall median and mean gender pay gaps.

We are required to publish:

• The difference in the median hourly pay of men and women, expressed as a

percentage

• The difference in the mean hourly pay of men and women, expressed as a

percentage

• The difference in mean hourly bonus pay, expressed as a percentage

• The proportion of men and women who received bonus pay

• The percentage of men and women in each of four quartile pay bands.

The information contained within the Gender Pay Gap report is based on the reference date of 5 April 2021 and includes all relevant employees, i.e. people who have been paid their full usual pay.

Adam Abdulla
Director – EMEA HR Operations

Gender Pay Gap Report 2020

GP Strategies Ltd (and subsidiary companies) is a subsidiary of GP Strategies Corporation (NYSE: GPX) is a global performance improvement solutions provider of training, digital learning solutions, management consulting and engineering services. GP Strategies’ solutions improve the effectiveness of organisations by delivering innovative and superior training, consulting and business improvement services, customised to meet the specific needs of its clients. Clients include Fortune 500 companies, manufacturing, process and energy industries, and other commercial and government customers.

Gender Pay Gap:

Mean   40.6% – on average Men are paid more than Women

Median 46% – on average Men are paid more than Women

Proportion of Male vs Female per Quartile: 

	Male	Female
LQ	23%	77%
LMQ	38%	62%
UMQ	57.5%	42.5%
UQ	72%	28%

Bonus Pay Gap:

Mean    70.73% (47%) – % difference – Men are paid more than Women for bonus

Median 76.67% (37%)  – % difference – Men are paid more than Women for bonus

% of people in receipt of a bonus:

61.45% were Male

38.55% were female