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Gender Pay Gap

Our gender pay gap statement

I can confirm that the information and data reported in the Statement linked below are accurate as at the snapshot date, 5th April 2025.

Glendale is proud to deliver services to the community, and attracts and retains a diverse range of employees which strengthens our ability to deliver our goals.

 

The Glendale mean (average) gender pay gap is -12.5%, and the median (average) gender pay gap is -3.6%. This means that the mean hourly pay of females is 12.5% higher than that of males, and the median hourly pay of females is 3.6% higher than that of males. The pay gap is largely influenced by the distribution of roles: 84% of lower-paid Operative positions are held by males. Conversely, a higher proportion of female roles are at the Manager level or above (22% of all female roles), compared to male roles (10% of all male roles) in those senior positions.

 

The gender pay gap is different from “equal pay”. Equal pay is the right for men and women to be paid the same for equivalent work. The gender pay gap is the difference in the average earnings of male and female counterparts,  regardless of the job role or work.

 

The overall gender split is 10% female and 90% male. This is in common with other employers in the industry; Glendale is working to improve the gender balance amongst the workforce. We aim to make Glendale a great place for everyone to work, regardless of gender, and to ensure all employees are rewarded fairly. We are committed to ensuring we have a diverse, gender-balanced workforce where everyone can succeed.

 

Alex Paterson – CEO, Glendale

Download The Gender Pay Gap Statement