Gender Pay Gap Report
The tables below show our overall median and mean gender pay and bonus pay gap based on hourly rates of pay as at 5 April 2022. It may be worth reflecting that this data was captured during an extraordinary period of the Coronavirus Job Retention Scheme, meaning many staff who may have ordinary been eligible to be included in the data, were not due to being furloughed. This is aligned with the guidance on completing the report.
| Median(mid point) | Mean(average) | |
|---|---|---|
| Gender pay gap | 0% | 8% |
| Gender bonus pay gap | N/A | N/A |
Females earn 0% (median) less than males with 8% difference at mean (average) point.
With bonus only paid out in the female group, there is no median or mean gap between female and male bonus as no bonus was paid out in the male group.
| Female | Male | |
|---|---|---|
| Proportion of males and females receiving a bonus | 1% | 0 |
Proportion of females and males in each quartile band
| Quartile | Female | Male |
|---|---|---|
| Upper | 44% | 56% |
| Upper Middle | 42% | 58% |
| Lower Middle | 46% | 54% |
| Lower | 42% | 58% |
Fusion Lifestyle (including our subsidiary Active Life) is committed to being an inclusive workplace. The Gender Pay Gap Reporting is just one way of us monitoring and demonstrating that inclusivity. This year’s report shows that the men who were working and not on furlough on the snapshot date made 8% more than women on average (mean) but exactly equal as a median (middle). The average (mean) result is unusual for Fusion Lifestyle and its subsidiary Active Life and now that furlough has ended, we will continue to monitor any gender pay gaps.
I confirm that our data is accurate and has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Maria Speight, Head of HR