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Gender Pay Gap

As an employer with a workforce of more than 250 employees, Nottingham City Transport is required, under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, to publish pay gap reporting.

Nottingham City Transport is committed to diversity. We are a strong supporter of pay gap reporting and believe it is a significant step towards creating gender pay equality.

We have appropriate policies and processes in place to ensure that men and women are paid equally for any equivalent jobs across our business. Last year we recognised that a key challenge will be to increase the gender balance in the Organisation, which will in turn positively impact on our gender pay gap.

As at 5th April 2018, the number of women we employed across all divisions increased by 9.4% (when compared to 5th April 2017).

Since our report last year, we have also seen a 1.05% improvement in our median gender pay gap.

I can confirm that the figures have been verified and checked to ensure their accuracy.

M J Fowles

Managing Director

Gender Pay Gap Mean & Median Reporting

The above shows Nottingham City Transport's mean and median gender pay gap based on hourly rates of pay at the snapshot date of the 5th April 2018. It also captures the mean and median differences between bonuses paid to men and women at Nottingham City Transport in the year up to the 5th April 2018. Our mean bonus pay is higher for females

Bonus Chart

The above shows a 11.83% difference between the number of men and women being paid a bonus in the 2017 - 2018 financial year at Nottingham City Transport. The above information is based on their being 1098 relevant Nottingham City Transport employees included within the calculation.

Proportion of Male & Female in Each Quartile

The above image illustrates the gender distribution at Nottingham City Transport across four equally sized pay quartiles, each containing 256 Nottingham City Transport employees.

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