Gender Pay Gap Reporting
The information below relates to all our employees (i.e., includes all players and coaches).
Mean and Median gaps for Pay and Bonus
| 20/21 | 19/20 | 18/19 | 17/18 | |
| Mean Pay Gap | 46% | 44% | 53% | 50% |
| Median Pay Gap | 31% | 34% | 34% | 34% |
| Mean Bonus Gap | 49% | 81% | 85% | 83% |
| Median Bonus Gap | -10% | 63% | 50% | 64% |
Percentage of employees receiving bonus payments
| 2020/21 | 19/20 | 18/19 | 17/18 | |
| Male | 25% | 50% | 51% | 44% |
| Female | 2% | 47% | 51% | 41% |
Proportion of Males and Females in each quartile pay band
| 2020/21 | 2019/20 | 2018/19 | 2017/18 | 2016/17 | ||||||
| Male | Female | Male | Female | Male | Female | Male | Female | Male | Female | |
| Top | 93% | 7% | 93% | 7% | 97% | 3% | 96% | 4% | 97% | 3% |
| Upper Middle | 75% | 25% | 78% | 22% | 76% | 24% | 79% | 21% | 82% | 18% |
| Lower Middle | 66% | 34% | 70% | 30% | 68% | 32% | 67% | 33% | 66% | 34% |
| Lower | 62% | 38% | 60% | 40% | 61% | 39% | 70% | 30% | 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
| 20/21 | 19/20 | 18/19 | 17/18 | |
| Mean Pay Gap | 37% | 22% | 26% | 32% |
| Median Pay Gap | 29% | 20% | 20% | 23% |
| Mean Bonus Gap | 89% | 53% | 75% | 63% |
| Median Bonus Gap | 88% | 25% | 25% | 43% |
Percentage of employees receiving bonus payments
| 2020/21 | 19/20 | 18/19 | 17/18 | |
| Male | 2% | 50% | 51% | 44% |
| Female | 2% | 47% | 51% | 41% |
Proportion of Males and Females in each quartile pay band
| 2020/21 | 2019/20 | 2018/19 | 2017/18 | 2016/17 | ||||||
| Male | Female | Male | Female | Male | Female | Male | Female | Male | Female | |
| Top | 78% | 22% | 81% | 19% | 83% | 17% | 84% | 16% | 88% | 12% |
| Upper Middle | 68% | 32% | 71% | 29% | 70% | 30% | 77% | 23% | 71% | 29% |
| Lower Middle | 66% | 34% | 54% | 46% | 61% | 39% | 55% | 45% | 55% | 45% |
| Lower | 41% | 59% | 64% | 36% | 63% | 37% | 72% | 28% | 76% | 24% |
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 2020/21, our average gender breakdown of male and female employees (excluding our professional players and coaches) was 63% male and 37% female. When players and coaches are included in the overall employee numbers, this changes to a 74% male and 26% 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.
Impact of the Pandemic
The year 2020/21 was significantly affected by the coronavirus pandemic and the resulting impact on operations and financial measures have had wide reaching impact on the organisation. The report for 2020/21 covers a period that reflected this impact, with up to two thirds of our non-playing employees on furlough leave for a large portion of the reporting year.
The results have been influenced by a number of factors, including the deliberate delay in filling vacancies to make resource cost savings during the pandemic period. This approach was not taken in the professional game as that restarted earlier than the domestic game and resumption of full corporate operation.
Due to the financial impact of the pandemic no bonuses were paid to employees (other than some contractual bonuses, the vast majority of which were for players and coaches in the professional game) for financial year 2020/21.
I confirm that the calculations have been carried out accurately in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Hilary Spence
Chief Finance Officer
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