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
| 22/23 | 21/22 | 20/21 | 19/20 | 18/19 | 17/18 | |
| Mean Pay Gap | 50% | 39% | 46% | 44% | 53% | 50% |
| Median Pay Gap | 23% | 27% | 31% | 34% | 34% | 34% |
| Mean Bonus Gap | 57% | 95% | 49% | 81% | 85% | 83% |
| Median Bonus Gap | 46% | 98% | -10% | 63% | 50% | 64% |
Percentage of employees receiving bonus payments
| 22/23 | 21/22 | 2020/21 | 19/20 | 18/19 | 17/18 | |
| Male | 29% | 15% | 25% | 50% | 51% | 44% |
| Female | 23% | 17% | 2% | 47% | 51% | 41% |
Proportion of Males and Females in each quartile pay band.
| 2022/23 | 2021/22 | 2020/21 | 2019/20 | 2018/19 | 2017/18 | |||||||
| Male | Female | Male | Female | Male | Female | Male | Female | Male | Female | Male | Female | |
| Upper | 89% | 11% | 88% | 12% | 93% | 7% | 93% | 7% | 97% | 3% | 96% | 4% |
| Upper Middle | 68% | 32% | 76% | 24% | 75% | 25% | 78% | 22% | 76% | 24% | 79% | 21% |
| Lower Middle | 59% | 41% | 63% | 37% | 66% | 34% | 70% | 30% | 68% | 32% | 67% | 33% |
| Lower | 63% | 37% | 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 considerable 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 driven by market factors. As such, a further set of figures has been prepared to exclude these employees. These results are noted below –
Excluding Players and Coaches
| 22/23 | 21/22 | 20/21 | 19/20 | 18/19 | 17/18 | |
| Mean Pay Gap | 34% | 19% | 37% | 22% | 26% | 32% |
| Median Pay Gap | 19% | 25% | 29% | 20% | 20% | 23% |
| Mean Bonus Gap | -12% | 30% | 89% | 53% | 75% | 63% |
| Median Bonus Gap | -106% | 80% | 88% | 25% | 25% | 43% |
Percentage of employees receiving bonus payments
| 22/23 | 21/22 | 2020/21 | 19/20 | 18/19 | 17/18 | |
| Male | 4% | 1% | 2% | 50% | 51% | 44% |
| Female | 4% | 5% | 2% | 47% | 51% | 41% |
Proportion of Males and Females in each quartile pay band.
| 2022/23 | 2021/22 | 2020/21 | 2019/20 | 2018/19 | 2017/18 | |||||||
| Male | Female | Male | Female | Male | Female | Male | Female | Male | Female | Male | Female | |
| Upper | 80% | 20% | 74% | 26% | 78% | 22% | 81% | 19% | 83% | 17% | 84% | 16% |
| Upper Middle | 69% | 31% | 73% | 27% | 68% | 32% | 71% | 29% | 70% | 30% | 77% | 23% |
| Lower Middle | 55% | 45% | 59% | 41% | 66% | 34% | 54% | 46% | 61% | 39% | 55% | 45% |
| Lower | 52% | 48% | 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 Gap reporting figures into context, in the year 2022/23, 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 becomes 70% male and 30% female split.
Worldwide, rugby, particularly at the professional level, continues to evolve from being male dominated. Currently, the male professional game drives higher broadcast, attendance and commercial revenues which heavily influences salaries and market forces. Scottish Rugby is committed to continuing to develop diversity at all employee levels on and off the pitch.
Influencing Factors
Aligned to other sports and sectors across the UK, Scottish Rugby continues to adapt and evolve in responding to a challenging macro-economic climate.
Specific to Scottish Rugby, our results have been influenced by a number of factors, including the deliberate delay in filling vacancies to drive efficiencies and refocus our resource on strategic priorities. No bonus payments were made with the exception of contractual obligations. The vast majority of these bonuses were for players and coaches in the male professional game for financial year 2022/23. The largest portion of all bonus payments were made in relation to players, coaches and management team of the Mens National Team and professional teams, which are the largest source of revenue for the business. However, we are committed to continuing to drive investment into the female game, as we proactively seek out opportunities both internally and with external partners in this important strategic growth area.
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
