HGF Gender Pay Gap Reporting 2019

HGF wants to have a diverse and inclusive workforce, with policies and initiatives, such as membership of IP Inclusive, in place to support this aim. We also have a range of policies to ensure our commitment to equality and fairness is applied in our reward structures and recruitment processes.

We are pleased to report for the second time on our gender pay gap under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This report concerns all our HGF UK based employees. 178 women and 120 men are included in this report, as that was number of included people on the ‘snapshot date’ of 5 April 2018. The number of men and women included is lower than the number of our UK employees on that date as the Regulations exclude those on long term sickness, or maternity/paternity leave, and consultants.


Hourly Pay:

The rate of pay each individual received for one hour on the snapshot date of 5 April 2018, regardless of their job role. This includes any allowances such as Fire Warden Allowance.

Mean Average Pay Gap:

The difference between the mean hourly rate of pay for all men and women. Mean is calculated by adding all the individual hourly pay rates and dividing by the number of individual hourly pay rates.

Median Average Pay Gap:

The difference between the median hourly rate of pay for all men and women. Median is calculated by ranking all the individual hourly pay rates in numerical order, then finding the number that is in the middle.

Pay Quartiles:

These are calculated by ranking all employees’ hourly pay in numerical order then dividing these into four equal quarters.

Pay gap

Gender Pay Gap – hourly pay
wdt_ID Pay gap average Percentage
1 Mean Average Pay Gap 17.5%
2 Median Average Pay Gap 13.8%

The figures above show our mean and median hourly pay gap, as at the snapshot date of 5 April 2018. The hourly pay gap remains narrower at HGF than is found in many professional services firms. The gap HGF has arises from a difference that our analysis shows is mainly due to the vast majority of jobs in our lower middle pay quartiles being support and administration jobs – more of which are held by women than by men. This can be seen more clearly in the Pay Quartiles chart, below.

It is important to recognise that the gender pay gap is not analysing equal pay for men and women in the same jobs.  The hourly rate data required by the Regulations looks only at what is paid to men and to women and does not take into account the role the individual holds. HGF adheres to an equitable and fair process for annually reviewing and setting pay levels to ensure women and men in the same jobs are paid equally.


Pay quartiles

Proportion of Women and Men in Each Pay Quartile
wdt_ID Quartile Men Women
1 Lower Quartile 52% 48%
2 Lower Middle Quartile 18.9% 81.1%
3 Upper Middle Quartile 34.7% 65.3%
4 Upper Quartile 55.4% 44.6%

The higher proportions of women in the lower middle quartile is typical of many professional services firms, in that we have more women in support and administrative jobs, whilst the market rate salaries paid for qualified fee earner and experienced management roles are typically at higher levels.


Bonus Pay Gap

wdt_ID Average Percentage
1 Mean Bonus Pay Gap 46%
2 Median Bonus Pay Gap 49%

The table, above, shows our mean and median bonus pay gap for the twelve-month period to 5 April 2018. HGF includes all staff in our bonus scheme; this benefit is not just open to fee earners. Whilst HGF’s Shareholders receive a salary and are included in this report, they are not eligible for the bonus scheme.

The bonus pay gap results from a combination of two factors. Working patterns influence this because the actual bonus payments awarded are used in the analysis and are not compared on a pro rata basis for those who work part time. The actual bonus payments awarded have to be used in the analysis. As bonus payments at HGF are based on a percentage of salary, whilst women and men have exactly the same bonus percentage rate, there are far more women who take the opportunity to work part time, which then reduces the amount of their bonus payment.  Secondly, more women than men have jobs in the lower middle pay quartile (support and administrative jobs), and as bonuses are based on a percentage of salary, these roles receive proportionately lower bonus levels.


Proportion of Employees Who Received a Bonus

wdt_ID Gender Percentage
1 Men 61.7%
2 Women 82.0%

The chart above displays the proportion of women and men who received a bonus payment in the 12-month period up to 5 April 2018.  Our analysis of the data shows that the difference in proportions here results mainly from HGF Shareholders being included in this report and Shareholders do not receive bonuses. As there are currently more male Shareholders than female, this increases the proportion of men not receiving a bonus.


Monitoring Pay Gaps

HGF continues to analyse and review our pay gap information to ensure we understand how well our equality and diversity policies and initiatives are working. In time, we anticipate seeing the gaps between the genders narrowing.



Paul Sanderson


Carol Watkiss