Gender Pay Gap
As an equal opportunity employer, we ensure that all employees are treated fairly and consistently relating to all areas of employment.
Salaries and hourly paid employees are all governed by the HR & Payroll department to ensure any inconsistencies are addressed and only authorised if they fit within the company’s salary banding which is based upon the job role, duties and level of responsibilities.
The Annual Gender Pay Gap Reporting has offered a fantastic opportunity for us to review the data in a different way alongside our annual pay reviews.
Although we are confident that we offer fair pay to all employees this report also addresses the fact that we have more senior males than we do senior females. Further detail will be provided regarding this within the quartile area of this report. We have made considerable headway in this area by promoting female employees within the organisation to more senior roles.
What is important to remember within this report is that we are providing numerical averages without an explanation of the data, which is why we would like to take this opportunity to explain what the data means.
What is The Gender Pay Gap?
A gender pay gap is a measure of the difference in the average hourly pay and bonus pay received by men and women, irrespective of their roles, across a whole business. It can be determined by a difference in the number of men and women across all roles.
The Mean Gender Pay Gap is the difference in average hourly rate of pay between men and women. This is also affected by the variance of men and women in different roles. Our Mean average is 2.71% difference between men and women.
To calculate the Median Pay Gap, we had to list all of our female employees in line in order of hourly rate from highest to the lowest paid. We also did this with our male employees. The Median Pay Gap is the difference between the female employee in the middle of their line and the male in theirs, our Median Gap is 4.3%.
The collection of data gave us evidence that 0.60% of our females and 70.52% of all males in the Company received a bonus. This result is driven by the fact that there are very few females in the business who perform roles where a monthly bonus is paid, whereas, a very high percentage of men are in operational positions where monthly KPI achievements are rewarded with a bonus. This was also affected by employees placed on furlough leave and some performace driven bonuses were not achievable in this time.
Mean and Median Bonus Payments
Females mean bonus pay is 82.93% lower than males. Females median bonus pay is 86.5% lower than males in the Company. This difference is due to the departments which receive bonus payments within this snap shot period being heavily dominated by male workers due to the roles inflexibility and unsociable working hours.
Pay quartiles are calculated by listing the rates of pay for each employee across the Company from lowest to highest, before splitting that list into four equal sized groups and calculating the percentage of females and males in each one.
The results of the review demonstrate that 33.08% of the first quartile are female. This shows us that there is a fairly good split as we have 30.5% (in the business overall) that are female.
In the upper middle quartile, we have 36.02% females and in the lower middle, the percentage is 18.38%. This again demonstrates that the pay banding systems in place are effective and that both females and males are paid accordingly within these systems regardless of their gender. In the lower quartile 33.08% of the group are female.
Upon reviewing this data, overall it can be viewed that by looking at the mean and median value this is something we as a company should be very proud of. Our ethics are put into practice by offering equality across the entire Business
The benefits and salary banding came into play in February 2017, to ensure a fair and consistent review is taken. This has proven a successful management tool based on the figures we have produced, which we will continue to use and develop.
The last 12 months have been challenging for many organisations and individuals and we know that the forthcoming year will allow us to continue to offer equal opportunities to those within and outside of our business.