The SEC (Scottish Event Campus) is Scotland’s premier venue for concerts, events, conferences and exhibitions.

The campus comprises The SSE Hydro, SEC Armadillo and SEC Centre.

We enjoy an enviable reputation as one of Europe’s most prestigious venues with The SSE Hydro consistently ranked in the top three busiest arenas globally, attracting more than a million visitors annually.

Our vision is to be the best event campus in Europe and every member of our team works tirelessly to ensure our customers have the best possible experience, embracing our mission: Best Venues, Best People, Best Events.

Our people are a vital component of our mission and working with us means that you share our passion for providing excellent visitor experience.

In return, you would be part of a dynamic, collaborative workforce and enjoy training and development to be the best at what you do.

We are guided by the principles of the Healthy Working Lives initiative and take pride in ensuring our staff are supported in maintaining their general health and wellbeing.

Current Vacancies Below

Customer Experience Coordinator – Digital Signage

Sales Executive - Wedding Show - QD Events

Business Technology Admin Assistant

Sales Executive - SFN - QD Events

Building Services Manager

disability confident committedimage004.png

Gender Pay Report

Gender Pay Gap

SEC is committed to gender equality and is satisfied that there are no underlying equal pay issues. 

Gender pay

It is important to note that the gender pay gap is very different from equal pay. Gender pay gap calculations measure the difference between men and women’s average hourly earnings regardless of differences in job roles, expressed as a percentage of men’s earnings. Equal pay considers whether men and women in the same employment, and who perform similar work, or work of equal value, receive equal pay.

Statutory Reporting Measures

Whilst the SEC figure is considerably lower than the UK national average median GPG which currently sits at 18.4%, we are not being complacent in our approach and have ensured particular focus at our last two pay reviews was given to gender pay.

1. average gender pay gap as a mean average (-8.5%)
2. average gender pay gap as a median average (-0.5%)
3. average bonus gender pay gap as a mean average (-35.0%)
4. average bonus gender pay gap as a median average (-3.6%)
5. proportion of males receiving a bonus payment 46% and proportion of females receiving a bonus payment 54%
6. proportion of males and females when divided into four groups ordered from lowest to highest pay.

QUARTILE HOURLY PAY BANDS Female               Male                    
Pay Quartile 1 56% 44% 
Pay Quartile 2 48% 52%
Pay Quartile 3 58% 42%
Pay Quartile 4 56% 44%

Understanding the gender pay gap at SEC

The variances above, particularly in the mean figures, arise as a result of the composition of the executive directors (4 males, 2 females) where the two most senior roles are held by males. Executive director pay is regulated by the company’s Remuneration Committee which is composed of 3 females (1 being the Chair) and 1 male.

If you remove the Executive Directors from the calculations we have no gender pay gap within our team which is due to the additional measures we have taken over the last two years.

I confirm the data reported is accurate.

Peter Duthie

Back to Top