Gender Pay Gap Reporting

The information below relates to all our employees (i.e., includes all players and coaches)

Mean and Median gaps for Pay and Bonus

20/21

19/20

18/19

17/18

Mean Pay Gap

46%

44%

53%

50%

Median Pay Gap

31%

34%

34%

34%

Mean Bonus Gap

49%

81%

85%

83%

Median Bonus Gap

-10%

63%

50%

64%

Percentage of employees receiving bonus payments

2020/21

19/20

18/19

17/18

Male

25%

50%

51%

44%

Female

2%

47%

51%

41%

Proportion of Males and Females in each quartile pay band

2020/21

2019/20

2018/19

2017/18

2016/17

Male

Female

Male

Female

Male

Female

Male

Female

Male

Female

Top

93%

7%

93%

7%

97%

3%

96%

4%

97%

3%

Upper Middle

75%

25%

78%

22%

76%

24%

79%

21%

82%

18%

Lower Middle

66%

34%

70%

30%

68%

32%

67%

33%

66%

34%

Lower

62%

38%

60%

40%

61%

39%

70%

30%

70%

30%

In presenting these figures, Scottish Rugby recognises that the overall organisation’s statistics are reflective of the significant proportion of male professional rugby players and coaches included in them. These positions tend to be significantly higher paid than across the rest of the organisation, as a whole, driven by market factors. As such, a further set of figures has been calculated to exclude these employees. These results are noted below –


Excluding Players and Coaches

20/21

19/20

18/19

17/18

Mean Pay Gap

37%

22%

26%

32%

Median Pay Gap

29%

20%

20%

23%

Mean Bonus Gap

89%

53%

75%

63%

Median Bonus Gap

88%

25%

25%

43%

Percentage of employees receiving bonus payments

2020/21

19/20

18/19

17/18

Male

2%

50%

51%

44%

Female

2%

47%

51%

41%

Proportion of Males and Females in each quartile pay band

2020/21

2019/20

2018/19

2017/18

2016/17

Male

Female

Male

Female

Male

Female

Male

Female

Male

Female

Top

78%

22%

81%

19%

83%

17%

84%

16%

88%

12%

Upper Middle

68%

32%

71%

29%

70%

30%

77%

23%

71%

29%

Lower Middle

66%

34%

54%

46%

61%

39%

55%

45%

55%

45%

Lower

41%

59%

64%

36%

63%

37%

72%

28%

76%

24%

Scottish Rugby is committed to equal pay and transparent, open and gender balanced approach to employing our people at all levels in the organisation, designed to ensure everyone has the same opportunity to succeed. The analysis contained in this report relates to the gender pay gap. It is not a calculation of equal pay, which is the difference in pay between men and women who carry out the same or comparable jobs.

To put the gender pay reporting figures into context, in the year 2020/21, our average gender breakdown of male and female employees (excluding our professional players and coaches) was 63% male and 37% female. When players and coaches are included in the overall employee numbers, this changes to a 74% male and 26% female split.

Worldwide, rugby, particularly at the professional level, continues to be male dominated. Work continues on retaining and developing women in Scottish Rugby at all levels.

Inclusion and Diversity (of which gender balance is one of the measures) is a key driver within our Scottish Rugby strategy and we will continue to evaluate areas of opportunity to further reduce both the mean and median pay gaps.

Impact of the Pandemic

The year 2020/21 was significantly affected by the coronavirus pandemic and the resulting impact on operations and financial measures have had wide reaching impact on the organisation. The report for 2020/21 covers a period that reflected this impact, with up to two thirds of our non-playing employees on furlough leave for a large portion of the reporting year.

The results have been influenced by a number of factors, including the deliberate delay in filling vacancies to make resource cost savings during the pandemic period. This approach was not taken in the professional game as that restarted earlier than the domestic game and resumption of full corporate operation.

Due to the financial impact of the pandemic no bonuses were paid to employees (other than some contractual bonuses, the vast majority of which were for players and coaches in the professional game) for financial year 2020/21.

I confirm that the calculations have been carried out accurately in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Hilary Spence

Chief Finance Officer

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