Appendix C - RBC Gender Pay Gap Reporting as at 31 March 2024
Diversity Annual Report - 16 June 2026 - Appendix C
RBC Gender Pay Gap Reporting as at 31 March 2025
This is the ninth consecutive year we have produced and published the data comparing the rates of pay for male and female employees
within the organisation.
The areas being reported on are:
- The difference in the mean and median hourly pay rate between male and female employees
- The proportion of men and women receiving bonus payments and the difference in the mean and median bonus payments.
- The breakdown by gender for each quartile of the pay table
The figures are taken as a snapshot of employees in post on 31 March. Although the results are still a positive picture, within the last financial year, employee changes have resulted in a negative impact on the results. The mean difference has reduced from the 2024 figure, however the female mean pay remains higher than the male mean pay.
Gender Pay Gap Reporting - Mean reporting
| Category | 31.3.2025 £ per hour |
31.3.2024 £ per hour |
31.3.2023 £ per hour |
31.3.2022 £ per hour |
31.3.2021 £ per hour |
31.3.2020 £ per hour |
31.3.2019 £ per hour |
31.3.2018 £ per hour |
31.3.2017 £ per hour |
|---|---|---|---|---|---|---|---|---|---|
| Female | £18.80 | £18.19 | £16.97 | £15.63 | £15.17 | £14.44 | £13.58 | £13.12 | £12.86 |
| Male | £17.79 | £16.71 | £15.50 | £15.11 | £15.24 | £14.58 | £14.63 | £14.71 | £14.12 |
| Difference | minus £1.02 | minus £1.48 | minus £1.46 | minus £0.52 | £0.08 | £0.14 | £1.05 | £1.59 | £1.26 |
| Mean Gender Pay Gap in hourly rate | minus 5.71% | minus 8.87% | minus 8.63% | minus 3.46% | 0.5% | 1% | 7.2% | 10.8% | 8.9% |
This is the fourth consecutive year that the female mean has been higher than the male.
Gender Pay Gap Reporting - Median reporting
| Category | 31.3.2025 £ per hour |
31.3.2024 £ per hour |
31.3.2023 £ per hour |
31.3.2022 £ per hour |
31.3.2021 £ per hour |
31.3.2020 £ per hour |
31.3.2019 £ per hour |
31.3.2018 £ per hour |
31.3.2017 £ per hour |
|---|---|---|---|---|---|---|---|---|---|
| Female | £16.88 | £16.21 | £14.45 | £13.38 | £13.22 | £12.26 | £11.15 | £11.12 | £11.14 |
| Male | £15.89 | £15.25 | £14.15 | £12.62 | £12.42 | £12.09 | £11.56 | £11.11 | £11.00 |
| Difference | minus £0.98 | minus £0.96 | minus £0.30 | minus £0.75 | minus £0.08 | minus £0.17 | £0.41 | minus £0.01 | minus £0.14 |
| Mean Gender Pay Gap in hourly rate | minus 6.18% | minus 6.26% | minus 2.09% | minus 5.94% | minus 6.44% | minus 1.41% | 3.55% | minus 0.10% | minus 1.3% |
The median difference has reduced from the 2024 figure, however the female median pay remains higher than the male median pay.
Bonus
This refers to anything that is received in the form of cash, vouchers, securities etc. and relates to profit sharing, performance, productivity, incentives or commission and includes long service awards. The bonus period is a twelve month period that ends on the snapshot date.
Up until 31.3.21 we have previously included the data from employees at the Customer Service Centre who received a performance related pay. The only element of bonus recorded is through Long Service Awards.
In the year ending 31.3.25 there were 4 long service awards made to 2 males and 2 females. The 50% gap is due to the value of the 25 year benefit being £500 (to the 2 males), and the 35 year reward being £750 (to the 2 females). Hence a larger percentage difference on this occasion.
| Category | 31.3.2025 | 31.3.2024 | 31.3.2023 | 31.3.2022 | 31.3.2021 | 31.3.2020 | 31.3.2019 | 31.3.2018 | 31.3.2017 |
|---|---|---|---|---|---|---|---|---|---|
| Mean Bonus Pay Gap | 50% | 50% | 0% | Not applicable | minus 21% | minus 36% | minus 29% | minus 96.4% | 65.9% |
| Median Bonus Pay Gap | 50% | 50% | 0% | Not applicable | 24% | minus 58% | minus 111% | minus 279.3% | minus 235.3% |
Proportion of males and females receiving bonus
| Category | 31.3.2025 | 31.3.2024 | 31.3.2023 | 31.3.2022 | 31.3.2021 | 31.3.2020 | 31.3.2019 | 31.3.2018 | 31.3.2017 |
|---|---|---|---|---|---|---|---|---|---|
| Female | 1.6% | 0.8% | 3.93% | Not applicable | 6.96% | 3.4% | 4.4% | 3.8% | 3.7% |
| Male | 1.05% | 0.53% | 1.03% | Not applicable | 5.8% | 3.5% | 2.6% | 3.3% | 4.7% |
Quartiles
There are 315 employees split into each of the pay quartiles.
Proportion of females and males in each pay quartile 2017 to 2021
| Category | 31.3.2021 Female | 31.3.2021 Male | 31.3.2020 Female | 31.3.2020 Male | 31.3.2019 Female | 31.3.2019 Male | 31.3.2018 Female | 31.3.2018 Male | 31.3.2017 Female | 31.3.2017 Male |
|---|---|---|---|---|---|---|---|---|---|---|
| 1st quartile (highest pay) | 51% | 49% | 52% | 48% | 41% | 59% | 38% | 62% | 36% | 64% |
| 2nd quartile | 44% | 56% | 40% | 60% | 41% | 59% | 45% | 55% | 50% | 50% |
| 3rd quartile | 41% | 59% | 40% | 60% | 36% | 64% | 25% | 75% | 25% | 75% |
| 4th quartile (lowest pay) | 46% | 54% | 49% | 51% | 54% | 46% | 57% | 43% | 42% | 58% |
Proportion of females and males in each pay quartile 2022 to 2025
| Category | 31.3.2025 Female | 31.3.2025 Male | 31.3.2024 Female | 31.3.2024 Male | 31.3.2023 Female | 31.3.2023 Male | 31.3.2022 Female | 31.3.2022 Male |
|---|---|---|---|---|---|---|---|---|
| 1st quartile (highest pay) | 47% | 53% | 52% | 48% | 50% | 50% | 52% | 48% |
| 2nd quartile | 43% | 57% | 38% | 62% | 27% | 73% | 37% | 63% |
| 3rd quartile | 43% | 57% | 45% | 55% | 47% | 53% | 37% | 63% |
| 4th quartile (lowest pay) | 25% | 75% | 28% | 72% | 27% | 73% | 42% | 58% |
Equality, Diversity and Inclusion
- Appendix A - Demographic - Ethnic Groups
- Appendix B - Equality and diversity statistics for RBC employees
- Appendix C - RBC Gender Pay Gap Reporting as at 31 March 2024
- Appendix D - Applicant monitoring
- Appendix E - Equality and diversity statistics for RBC Councillors at May 2025
- Appendix F - Equality, Diversity and Inclusion Action Plan 2025/26
- Equality, Diversity and Inclusion (EDI) Scheme 2026 to 2030