Gender Pay Gap

You will have most likely heard or read in the media about this key government initiative first introduced in 2018. Every organisation with 250 or more employees has a statutory duty to annually publish and report on its’ gender pay gap.

The Scottish SPCA fully supports this important legislation and welcomes the transparency which gender pay gap information will bring as it shines a light on key workforces issues.

The gender pay gap is the difference in average pay between the men and women in the workforce. The mean gender pay gap is the difference between the mean hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.

I am pleased to advise that the Society’s mean gender pay gap has dropped since 2017 from 25.7% to 19.7% in 2018:



+/- percentage points

Mean gender pay in hourly pay



- 6.0%

Median gender pay in hourly pay




The data shows that the Society’s mean gender pay gap has improved by 6%.

The median gender pay gap is the difference between the median hourly rate of pay of male full-pay employees and that of female full-pay employees. The Society’s median pay gap is 20.8% which has increased slightly from 2017 data.

There are a few reasons for this

  • The gap is as a direct result of our gender representation – our workforce is predominantly female with women making up 78% of our staff.
  • 182 employees are employed in the 2 lower pay quartiles. Of that figure, 89% are women.
  • There are a higher proportion of women in every quartile including the upper quartile. This illustrates that the overall pay gap is a result of the low proportion of men in more junior roles.
  • There are a greater proportion of men in the upper pay quartile compared with lower pay quartiles.
  • There are a greater proportion of women in the lower pay quartiles compared with the upper pay quartiles.

The Scottish SPCA’s report provides key data and explains some of our organisational factors which have an impact on the Society’s gender pay gap figures. Gender pay is different to equal pay, which means men and women must be paid the same for equal or similar work.

We are confident that we pay our female and male colleagues equally for carrying out the same or similar work. In 2018, we committed to review our pay and grading structure and the job evaluation project is entering the final phase – this will ensure that the Society has a fair, equal, transparent and affordable pay and grading structure.

The national mean average gender pay gap is 16.6% - that means that women’s mean average hourly pay rate is 16.6% lower than men’s mean average hourly pay rate. The Scottish Parliament has published a Fair Work Action Plan to address what is a multi-faceted issue and has reported a gender pay gap in Scotland at 16%.

Unlike the national trend however, the Society’s figures confirm that females are well represented in senior management and leadership roles within the Society with women making up nearly 60% of senior posts. We already encourage access to management and leadership development with women representing 70% of delegates on our 2018-19 leadership programme, LeadSmart.

However, we remain dedicated to equality and are currently identifying steps that will help address the gap and ensure that all our employees, regardless of gender and other factors have access to the same opportunities.

You can also access the Scottish SPCA’s Gender Pay Gap Report on the Government’s Website (

More information is available at