Corporate Responsibility
Gender Pay Gap 2025
Last Updated: 18 Mar 2026
About Us
Shropshire Community Leisure Trust Limited (SCLT) is an Industrial and Provident Society that partners with Serco Leisure Operating Limited through a Managing Agency Agreement to manage the leisure facilities on behalf of Shropshire Council. We are committed to delivering high quality leisure services and activities, with particular emphasis on social outcomes and the wellbeing of our local community.
The Trust employs approximately 260 people across a number of locations including Shrewsbury, Oswestry, The Quarry, Bishops Castle, Market Drayton and Whitchurch.
Our vision is the creation and maintenance of a first-class range of healthy leisure and recreational activities and facilities to serve all parts of the communities in the areas we serve.
SCLT has for the first time in the annual reporting period met the requirement for organisations with 250 employees or more to report on their gender pay gap with figures compiled based on a 12-month reporting snapshot as of 5th April 2025.
Understanding the Measures
The gender pay gap shows the average and median pay difference between all male and female employees in an organisation. This is expressed as a percentage (a positive figure indicates a gender pay gap in favour of men, in comparison to a negative pay gap which demonstrates a gap in favour of women). It is affected by how the workforce is made up, including the numbers of men and women in different types of jobs and different levels of seniority. The gender pay gap is different from equal pay, which is defined as being paid the same regardless of gender for the same jobs, or similar work of equal value.
The gender pay gap is calculated as both the mean (average) and median (mid-point) for hourly pay and bonus pay. Hourly pay includes basic pay, such as salary and work-based allowances, but excludes payments such as overtime or benefits in kind.
Reporting Data
This report includes one year of gender pay gap reporting data, including the following as set out in the UK Government reporting requirements:
· Mean gender pay gap
· Median gender pay gap
· The proportion of men and women in each quartile pay band
· Mean bonus pay gap
· Median bonus pay gap
· The proportion of men and women receiving bonuses
Mean Gender Pay Gap
|
|
2025 |
|
Mean |
-0.40% |
|
Median |
-8.48% |
Median Gender Pay Gap
(Key: M = Men W = Women)
|
|
2025 |
|
|
M |
W |
|
|
Lower Quartile |
51.9% |
48.1% |
|
Lower Middle Quartile |
61.1% |
38.9% |
|
Upper Middle Quartile |
40.7% |
59.3% |
|
Top Quartile |
30.2% |
69.8% |
The Proportion of Men and Women in Each Quartile Band
Mean Bonus Gap
|
|
2025 |
|
Mean Bonus Gap |
27% |
|
Median Bonus Gap |
-88.1% |
|
Male Proportion Receiving Bonus |
22.6% |
|
Female Proportion Receiving Bonus |
27% |
Explaining our Pay Gaps
There are often many factors which contribute to, or cause, a gender pay gap, and these vary for different employers and for different industries. We also recognise that the gender pay gap represents a single indicator of potential inequalities and we continue to monitor progress across a range of indicators.
In 2025, we have slightly more women in employment than men at SCLT. The workforce is 55.1% female and 44.9% male.
This reporting year, our mean and median pay gap is negative, demonstrating that within SCLT, women (on average) continue to earn more than males when speaking about hourly pay. The gender pay gap was influenced by a higher proportion of women being employed in top quartile paid roles and due to fluctuations in the size and make-up of our workforce. We continue to commit to attracting and retaining females in higher paid roles and we will continue to support diversity, equity and inclusion within SCLT.
Our median pay gap in favour of women, due to a higher proportion of women being employed in top quartile paid roles, further supports our commitment to pay fairly and equitably irrelevant of gender, and our continuing investment in attracting and retaining females in higher paid positions.
Our mean bonus pay gap is swayed in relation to males. Whilst a slightly larger proportion of females receive a bonus, the highest bonus payments are received by males, hence the mean bonus pay gap is more in favour of males. The higher proportion of females receiving a bonus means that the median bonus pay gap is more in favour of females (-88.1%).
Our Continued Action Plan - Listening carefully, taking action, embedding change
Every year, with guidance and support from our links with Serco community networks, we pursue our ambition to build and maintain positive, welcoming and safe workplaces where everybody feels comfortable and secure, and where they are treated fairly and with dignity and respect.
With specific focus on the ways in which we have been working to drive gender equity across our business in the last year, other areas of progress which SCLT have access to include:
· Inspire our colleague network driving equity through their work to empower and enable female colleagues to thrive.
· Parents and Carers' Network - our colleague network helping ensure that care responsibilities are understood, supported and more easily managed across the business.
Whilst our gender pay gap is already in favour of females, SCLT commit to continued diversity, equity and inclusion and we are committed to the following actions:
· Reviewing recruitment processes to try and attract more candidates into roles that are under-represented, including running training courses for existing team members to up-skill them.
· Balanced shortlists and inclusive role design.
· Clear career pathways and development support for individuals together with increasing visibility of progression opportunities.
· Succession planning for senior roles to include both male and female internal candidates.
· Regular career conversation with high performing female employees to discuss future opportunities in senior roles.
· Reviewing pay at least annually, to ensure it is applied fairly and equitably and that no gender, or other bias, is occurring. This will also be reviewed at point of recruitment for any senior positions.
We will continue to monitor progress on a regular basis and report on this in future gender pay gap statements. These actions are part of, and integrated with, our broader approach to diversity, equity and inclusion in the workplace.
We will continue to invest in and develop our workforce and to implement our action plans to improve diversity, equity and inclusion. We will continue to monitor, and capture gender pay gap data to ensure that we maintain our efforts to create a working environment to attract, retain and enable all talent to flourish.
I can confirm that the data reported and the information in this statement is accurate.
Ian Phelps
Chair
Shropshire Community Leisure Trust
March 2026