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Club News

Gender Pay Gap Report

Results published under the Equality Act 2010

5 April 2024

Fratton Park
Club News

Gender Pay Gap Report

Results published under the Equality Act 2010

5 April 2024

Portsmouth Community Football Club Ltd is a professional football club playing in League One of the English Football League, employing more than 250 full and part-time employees and workers.

We are required to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves using calculations to show the difference between the average earnings of male and female employees and workers in our organisation – it will not involve publishing individual employee data.

We are required to publish the results on our own website and the Government UK Gender Pay Gap (GPGR) website.

Portsmouth Women’s Community Football Club Limited is a separate business entity to Portsmouth Community Football Club. The employees of Portsmouth Women’s Community Football Club Limited are therefore not included in this Gender Pay Gap Report.

The above regulations require us to report several different calculations, the results of which are shown below. The relevant snapshot date of the calculations is April 5 2023.

Our highest earners are predominantly male professional footballer players. This results in a significant distortion in the numbers featured within this report.

In order to address that natural imbalance, we have this year taken the decision to also publish figures that exclude our professional football players.

The inclusion of professional footballers means our mean hourly pay gap sits at 34 per cent. However, by taking out professional players the gap reduces down to seven per cent.

The club’s vision statement is to become a sustainable and inclusive football club playing on a regular basis at the highest level. That vision is reflected in our total commitment to provide equal opportunities to all our staff, to develop and progress their careers.

Our recruitment processes are designed to robustly promote equal opportunities and encourage applications from both males and females.

We continue to identify every area we can to close the gender pay gap and create a fair and equal working environment.

It does remain our policy that all appointments, promotions and rewards are based solely upon an individual’s ability to perform their duties, regardless of gender.

We also note that all our casual staff and workers – predominantly safety stewards, ticketing, media and programme sellers – are all paid the same hourly rate of pay for their equivalent assigned role, regardless of gender.

Andrew Cullen
Chief Executive Officer

Results

The following results show calculations including and excluding players.

This table shows the difference in average hourly pay between men and women:

  Total staff Total staff excluding players
Mean pay gap 34.2% 7.2%
Median pay gap 10.8% 7.5%
Mean bonus gap -43.6% -2,318.4%
Median bonus gap 84.7% 30.3%

This table shows the proportion of different genders receiving bonus payments:

  Total staff Total staff excluding players
Males 10.8% 1.4%
Females 6.6% 6.6%

Pay Quartiles
(All staff, including players)

Proportion of different genders in lower quartile
Male: 80.3%
Female: 19.7%

Proportion of different genders in lower middle quartile
Male: 88.6%
Female: 11.4%

Proportion of different genders in upper middle quartile
Male: 87.3%
Female: 12.7%

Proportion of different genders in upper quartile
Male: 87.1%
Female: 12.9%


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