At the heart of the Scottish Canals Corporate Plan 2017-2020 is the core theme of empowering and motivating people. As part of our commitment to delivering against this plan we want to ensure that everyone is rewarded fairly for the work that they do and that all our employees have access to the same opportunities.

Scottish Canals is required under the public sector equality duty to publish a gender pay gap report. This, our first gender pay gap report, is based on the snapshot date of 31st March 2017.

What is the Gender Pay Gap

The gender pay gap is the measure of the difference between the average earnings of men versus women and is expressed as a percentage of men’s pay.

The Office of National Statistics reports that the gender pay gap of the overall UK is currently 18.1%.

Scottish Canals’ Gender Pay Gap

The mean pay-gap calculation is a measure of:

Male Average Salary – Female Average Salary = pay-gap (monetary)
Pay-gap (monetary) / male average salary x 100 = pay-gap%

  • The mean gender pay gap for Scottish Canals is -2.22%
  • The median gender pay gap for Scottish Canals is 3.56%

No bonus payments were made within the reporting period for male of female employees. Therefore:

  • The mean gender bonus gap for Scottish Canals is 0%
  • The median gender bonus gap for Scottish Canals is 0%

Mean gender pay gap

Graph showing the mean gender pay gap of -2.22%

Median pay gap

Graph showing the median gender pay gap of 3.56%

Gender Pay Gap Quartiles

Graph of the gender pay gap quartiles

Scottish Canals is confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather, the gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract.

Whilst the gender pay gap within Scottish Canals compares favourably it is committed to doing everything that it can to reduce the gap. However, Scottish Canals also recognises that its scope to act is limited in some areas – it has, for example, no direct control over individual’s career choices – and that the causes of a gender pay gap can be a complex and shifting mix of factors including work, society and family, but by monitoring the pay gap between men and women we can better understand the gap and so target action to reduce it.