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Gender Pay Gap reporting April 2019

This report is based on the snapshot date of April 5 2018.


Doncaster Rovers are an equal opportunities employer. The club adheres to the EFL's Inclusion and Anti-Discrimination Code of Practice which influences every aspect of our work, including engagement with supporters and our approach to our employees.

Our current workforce is 79% male and 21% female.

Our gender pay gap report according to our legal obligations are as follows:
1 Our mean gender pay gap is 49.9%.
2. Our median gender pay gap is 15.7%
3. Our mean bonus gender pay gap is 90.5%
4. Our median bonus gender pay gap is 80.5%
5. Proportion of male employees receiving a bonus 34.5%
Proportion of female employees receiving a bonus 30.2%
6. Of the 64 staff in the lower quartile, 50 are male and 14 are female. This means 78.1% are male and 21.9% are female.

Of the 63 staff in the lower middle quartile, 45 are male and 18 are female. This means 71.4% are male and 28.6% are female.

Of the 63 staff in the upper middle quartile, 47 are male and 16 are female. This means 74.6% are male and 25.4% are female.

Of the 63 staff in the upper quartile, 58 are male and 5 are female. This means 92.1% are male and 7.9% are female.

We strongly believe that we operate fair and proportionate wage structure where payment and reward is based on position held with responsibility and qualification held however due to the nature of our business the figures are somewhat skewed as result of the player wages and bonuses. Therefore we have opted to voluntarily report excluding the players salaries and bonuses.

On that basis our voluntary gender pay gap report excluding players are as follows:
1 Our mean gender pay gap is 13.9%.
2. Our median gender pay gap is 3.2%
3. Our mean bonus gender pay gap is 88.2%
4. Our median bonus gender pay gap is 11.4%
5. Proportion of male employees receiving a bonus 17.6%
Proportion of female employees receiving a bonus 30.2%
6. Of the 49 staff in the lower quartile, 32 are male and 17 are female. This means 65.3% are male and 34.7% are female.

Of the 49 staff in the lower middle quartile, 36 are male and 13 are female. This means 73.5% are male and 26.5% are female.

Of the 49 staff in the upper middle quartile, 33 are male and 16 are female. This means 67.3% are male and 32.7% are female.

Of the 48 staff in the upper quartile, 41 are male and 7 are female. This means 85.4% are male and 14.6% are female.

I confirm that the data published in this report is accurate

Gavin Baldwin. Chief executive