RPS Gender Pay Gap

Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, relevant employers are required to publish gender pay gap information by reporting the percentage differences in pay between male and female employees.

As we have fewer than 250 employees we are not required to report, however we are choosing to do so to ensure openness and transparency and so that we can act to make our pay levels fairer if we need to.

The UK average gender pay gap is currently 17.9% (Last update from ONS 25 October 2018).The RPS gender pay gap for 2018 is 14.8%.

Our results at 5 April 2018 are shown below.


*% difference for pay rates reflects the difference in mean hourly rate of pay (all salaries added together and divided by the total number of employees of that gender). Median is the middle salary in a range of individual salaries.

% difference for pay quartiles shows the difference from the expected percentage of employees in that quartile, based on 34% male and 66% female employees in the whole RPS workforce on the snapshot date of 5 April 2018. 

Action Plan

Most organisations have a gender pay gap and best practice is to have a mean gender pay gap below 10%. The RPS Executive team have committed to the following actions:

  • Annual pay audit to address gender pay disparities
  • Unconscious bias training for all directors and recruiting managers
  • Review our recognition processes to ensure fair distribution of bonuses
  • Review our employee policies and processes to ensure they are inclusive
  • Encouraging men to take advantage of our flexible working arrangements to enable them to fulfil their caring duties
  • Reviewing how we can recruit more men into our entry-level roles

As part of our aim to be a forward thinking, diverse and fair organisation we will continue to monitor and report on gender pay on an annual basis.

Our 2019 gender pay audit will be published in May.