We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017

 

Employee Communication: Gender Pay Gap Reporting

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

 

This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it

will not involve publishing individual employees data. We are required to publish the results on our own website and a government website.

 

We will do this within one calendar year of April 5th 2019. We can use these results to assess:

 

• the levels of gender equality in our workplace

• the balance of male and female employees at different levels

• how effectively talent is being maximised and rewarded

 

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.

 

Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records. All employees can confirm and update their records if they choose to by contacting our HR and Payroll team.

 

You can learn more about Gender Pay Reporting by visiting www.acas.org.uk/genderpay

 

285 employees: 229 Males, 56 Females

 

The mean gender pay gap;

10.12 - 9.13 / 10.12x100 = 9.78%

Male total ph 2317.63, 229 employees, 10.12 average ph

Female total ph 511.23, 56 employees, 9.13 average ph

 

The median gender pay gap;

10 – 9 / 10 x 100 = 10%

 

The proportion of males and females receiving a bonus payment

130/229 x 100 = 56.77% males

6/56 x 100 = 10.72% females

 

The mean bonus gender pay gap;

40.06 – 9.82 / 40.06 x 100 = 75.49%

40.06 Male

9.82 Female

 

The median bonus gender pay gap;

50-75 /50 x 100 = -50%

50 Male

75 Female

 

The proportion of males and females in each quartile pay band;

60 / 71 x 100 = 85.50% male upper quartile

11 / 71 x 100 = 15.50% female upper quartile

69 / 72 x 100 = 95.83% upper middle quartile

3 / 72 x 100 = 4.17% upper middle quartile

62 / 72 x 100 = 86.11% Male lower middle quartile

10 / 72 x 100 = 13.89% Female middle quartile

40 / 72 x 100 = 55.55% Male lower quartile

32 / 72 x 100 = 44.45% Female lower quartile

 

Chairman’s statement - Nigel Skill 8th April 2019

 

We recognise that by the nature of the business we operate and the traditional male dominance of the transport sector, particularly within

certain specialist technical roles, that the proportion of female recruitment is predominantly into clerical and administration roles. The gender gap continues to be addressed progressively and we have taken successful action with the recent recruitment to our senior management team of female Retail Sales Manager, Private Hire Coordinator and Holiday Product Managers.

 

Our Operations Department, which has been 100% male dominated, now has four female staff members and all recruitment is targeted to attract all genders. Our HR administrator has been responsible for assessing our current position and formulating a strategy for addressing Gender Pay Gaps. All our driving staff, 63% of our workforce, enjoy wage and bonus payment equality.

 

Within our Engineering Department there have been no experienced, skilled female applicants for posts previously advertised, ever. Thus, there are no female employees, this is being addressed with a broader approach to apprentice recruitment and training.

 

On Behalf of Skills