Gender Pay Gap Report
The gender pay gap is an equality measure that shows the difference in average earnings between women and men. These calculations are based on mean and median values of hourly rates for pay and any bonus payment.
The information below relates to all our employees (i.e., includes all players and coaches)
Mean and Median gaps for Pay and Bonus
| 21/22 | 20/21 | 19/20 | 18/19 | 17/18 | |
| Mean Pay Gap | 39% | 46% | 44% | 53% | 50% |
| Median Pay Gap | 27% | 31% | 34% | 34% | 34% |
| Mean Bonus Gap | 95% | 49% | 81% | 85% | 83% |
| Median Bonus Gap | 98% | -10% | 63% | 50% | 64% |
Percentage of employees receiving bonus payments
| 21/22 | 2020/21 | 19/20 | 18/19 | 17/18 | |
| Male | 15% | 25% | 50% | 51% | 44% |
| Female | 17% | 2% | 47% | 51% | 41% |
Proportion of Males and Females in each quartile pay band
| 2021/22 | 2020/21 | 2019/20 | 2018/19 | 2017/18 | ||||||
| Male | Female | Male | Female | Male | Female | Male | Female | Male | Female | |
| Upper | 88% | 12% | 93% | 7% | 93% | 7% | 97% | 3% | 96% | 4% |
| Upper Middle | 76% | 24% | 75% | 25% | 78% | 22% | 76% | 24% | 79% | 21% |
| Lower Middle | 63% | 37% | 66% | 34% | 70% | 30% | 68% | 32% | 67% | 33% |
| Lower | 65% | 35% | 62% | 38% | 60% | 40% | 61% | 39% | 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
| 21/22 | 20/21 | 19/20 | 18/19 | 17/18 | |
| Mean Pay Gap | 19% | 37% | 22% | 26% | 32% |
| Median Pay Gap | 25% | 29% | 20% | 20% | 23% |
| Mean Bonus Gap | 30% | 89% | 53% | 75% | 63% |
| Median Bonus Gap | 80% | 88% | 25% | 25% | 43% |
Percentage of employees receiving bonus payments
| 21/22 | 2020/21 | 19/20 | 18/19 | 17/18 | |
| Male | 1% | 2% | 50% | 51% | 44% |
| Female | 5% | 2% | 47% | 51% | 41% |
Proportion of Males and Females in each quartile pay band
| 2021/22 | 2020/21 | 2019/20 | 2018/19 | 2017/18 | ||||||
| Male | Female | Male | Female | Male | Female | Male | Female | Male | Female | |
| Upper | 74% | 26% | 78% | 22% | 81% | 19% | 83% | 17% | 84% | 16% |
| Upper Middle | 73% | 27% | 68% | 32% | 71% | 29% | 70% | 30% | 77% | 23% |
| Lower Middle | 59% | 41% | 66% | 34% | 54% | 46% | 61% | 39% | 55% | 45% |
| Lower | 45% | 55% | 41% | 59% | 64% | 36% | 63% | 37% | 72% | 28% |
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 2021/22, our average gender breakdown of male and female employees (excluding our professional players and coaches) was 64% male and 36% female. When players and coaches are included in the overall employee numbers, this changes to a 73% male and 27% 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.
Influencing Factors
The year 2021/22 was significantly affected by numerous external factors such as the coronavirus pandemic, war in Ukraine and the wider economic impact and significant ongoing financial challenges. A number of Scottish Rugby employees remained on furlough for the period of this submission.
The results have been influenced by a number of factors, including the deliberate delay in filling vacancies to make resource cost saving, minimal salary changes and no bonus payments with the exception of contractual obligations. The vast majority of which were for players and coaches in the professional game for financial year 2021/22. The largest portion of all bonus payments were made in relation to players, coaches and management team of the Mens National Team, which is the largest source of revenue for the business. It is acknowledged that the bonus gap is significant due to this approach.
Looking at the pay element in isolation, we are pleased note the continued decrease in the Gender Pay Gap whilst acknowledging the historical and industry challenges. Over recent years, we have seen a reduction in the pay element gap driven partly by continuously increased diversity in our recruitment and through the implementation of salary benchmarking projects throughout the business.
I confirm that the calculations have been carried out accurately in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Principal Partners
