Gender Pay Gap Reporting

Inspire is committed to being a diverse and inclusive employer, and see the publishing of Gender Pay Gap data as a positive step in talking about gender equality.  We have a largely female workforce, with females making up 74.7% of our staff.  The information below shows our gender pay gap, as required by legislation, looking at mean average (adding up all of the numbers and dividing the result by how many numbers were in the list) and median average (listing all of the numbers in numerical order and finding the number in the middle). The data is a snapshot of the difference between the average hourly pay levels of all women compared to all men who are employees of Inspire, expressed as a percentage of men’s average pay.  Also displayed are the pay quartiles, which show the gender distribution across Inspire in four equally sized hourly pay segments.

The gender pay gap is different from equal pay, which is concerned with ensuring that men and women are paid the same for carrying out the same work, or work of equal value.  All of our jobs are evaluated externally by an independent job evaluation assessor, to ensure that we uphold equal pay.

Our data indicates that the gender pay gap is due to proportionately more men being in senior and professional roles, which attract a higher level of pay, whilst proportionately more females are in our part-time, customer service and support roles. 

We are continuing to work with colleagues to look at how we can ensure that all staff, regardless of gender, can fulfil their potential within Inspire. 

I certify that the information contained in this report is accurate.

Peter Gaw

Chief Executive Officer

Culture, Learning and Libraries (Midlands) – Inspire 





Overall Gender Pay Gap: 5 April 2021

GPG Equivalent Workforce

Directly Employed Headcount in scope: 534

Female: 74.7%

Male: 25.3%

Women's Earnings Are:

  • Mean gender pay gap in hourly rate: 7.3% lower
  • Median gender pay gap in hourly rate: 15.5% lower

Workforce Profile by Pay Quartile

Lower quartile % Second quartile % Third Quartile % Upper Quartile %
Male Female Male Female Male Female Male Female
32 68 13 87 23 77 38 62

Reducing the Gap – Priorities for Action

  • Recruitment
  • Career Development and Progression
  • Flexible Working