Portsmouth Community Football Club Ltd is a professional football club in League One of the English Football League, employing in excess of 250 full and part-time employees and workers.
In order to comply with Football League regulations, our players must be male.
We are required to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation. It will not involve publishing individual employees’ data.
We are required to publish the results on this, our own website and the Gov.UK Gender Pay Gap website.
The above regulations require us to report a number of different calculations, the results of which are shown below. The relevant snapshot date of the calculations is April 5 2018.
We are, as a club, committed to providing equal opportunities to all of our staff. We continue to see opportunities to close the gender pay gap – however, all appointments, promotions and rewards are based solely upon the individual’s ability to perform their duties.
Within the footballing staff (excepting players), coaches and medical personnel, we have 76 female staff who provide excellent service to the business. As noted, we cannot employ female playing staff, therefore the Gender Pay Gap for players is 100 per cent and opportunities open to the business to reduce the overall gender pay gap are very limited.
The business advertises all coaching and medical staff vacancies on a national basis, promoting equal opportunities, thus encouraging applications from women and minority groups. It must be noted that turnover of staff in these areas is extremely low, resulting in minimal recruitment of new people.
We note also that all of our casual staff – primarily safety stewards and catering staff – are paid the same hourly rate of pay regardless of their gender.
Chief Executive Officer
Mean Pay Gap: 32.8%
Median Pay Gap: 0.6%
Mean Bonus Gap: -27.5%
Median Bonus Gap: 80.4%
Proportion of different genders receiving bonus payment
Proportion of different genders in lower quartile
Proportion of different genders in lower middle quartile
Proportion of different genders in upper middle quartile
Proportion of different genders in upper quartile