To work out gender pay data, we concentrated on companies'  

• Hourly pay
• Pay quarters
• Bonus pay

The "mean hourly pay gender pay gap" measures the difference between the average hourly pay of men and women within a workforce. In contrast, the "median hourly pay gender pay gap" looks at the difference between the midpoints of men’s and women’s hourly wages, after arranging all employees in order of pay from lowest to highest. The median is often seen as a more reliable indicator of the "typical" pay gap, as it is less influenced by extreme pay outliers, making it a more accurate reflection of the general pay disparity.

When analysing gender pay gap data, quartiles are used to divide the workforce into four equal groups based on pay level. This method provides a more detailed view of how gender distribution varies across different salary bands. It’s particularly useful for highlighting the disparities in the proportion of women in higher-paying roles (upper quartiles) compared to those in lower-paying ones (lower quartiles). These variations are often a significant factor contributing to the overall gender pay gap, as women are frequently underrepresented in the top pay brackets, which skews the overall figures.

The gender bonus pay gap refers to the disparity in bonus payments between men and women. It can be determined by comparing either the mean or median bonus pay for each gender.