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Club News

Gender Pay Report 2017

29 March 2018

Our vision is to be an established Premier League Club driven by our proud passionate football community. We recognise and embrace the diversity of this community and are committed to developing a culture of belonging and inclusion. Gender equality is a key part of our ongoing work to maximise equality and diversity across all areas of the Club.

This report includes information on the Club’s gender pay gap as required by law, together with additional information to provide useful background and context to the data.

Gender Representation at Norwich City FC
In April 2017, 39.4% of the Club’s employees were female and one woman sat on the Club Board. At that time one out of eight members of our Senior Management Team were female, however, this has since increased to two out of nine. We have an ongoing commitment to diversity and inclusion at the Club.

Gender Pay
The gender pay gap analysis shows a considerable gender pay gap, however this is due to the fact that as a Professional Football Club, our highest earners (the players) are all male and that we have a higher proportion of men in our senior roles (in particular coaching and management roles).

Bonus
A number of roles within the ‘playing’ side of the business are incentivised to receive a bonus dependent on performance in the league and cup matches. This contributed significantly to the bonus pay gap shown.

Pay and Bonus Gap

Difference between Male and Female Employees
                        Mean                Median
Hourly Pay         76%                   20%
Bonus                 91%                  35%

Proportion of Employees Receiving a Bonus
Female 16%
Male 39%

Pay Quartiles
      Lower      Lower-middle   Upper-middle    Upper 
M     56%            38%                   71%              77%    
F      44%            62%                   29%              23%    

Our Commitment
Whilst we are committed to reducing our gender pay gap as much as possible, we do have to acknowledge that the nature of professional football means that our highest earners are our players. We will continue to analyse our pay and reward systems to ensure that men and women carrying out equal work are paid the same unless there is an objective, non-gender related reason for the difference e.g. performance, greater experience or a higher level of qualification.

I confirm the data reported is accurate.

Steve Stone
Managing Director


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