Mean | Median | |
---|---|---|
Hourly Fixed Pay | 25.4% | 26.4% |
Bonus Paid | 81.7% | 44.9% |
The table above shows our overall mean and median gender pay gap based on hourly rates of pay as at the snapshot date (i.e. 5th April 2022).
The gender pay gap – calculated on the mean and median measures –as at the snapshot date (5th April 2022) increased in comparison with the prior year when the differences equalled 23.5% and 16.3%, respectively.
The Gender Pay Gap Reporting also captures the mean and median difference between bonuses paid to men and women at Ford & Slater in the year ended 5th April 2022 mainly in respect of the 2021 financial year.
Proportion of male employees awarded a bonus during year to April 2022:
0
Received a bonus (%)
0
Did not receive a bonus (%)
Proportion of female employees awarded a bonus during year to April 2022:
0
Received a bonus (%)
0
Did not receive a bonus (%)
The data above highlights that a higher proportion of male that female employees received a bonus payment during the year ended 5th April 2022, in addition the proportion of female employees that received a bonus payment during the year ended 5th April 2022 decreased from 36% to 24%.
In relation to male employees, 34% received a bonus payment during the year ended 5th April 2022; a higher proportion in comparison with 2021 (30%).
The above pay structure is mainly a function of the following key factors:
The company is confident that men and women are paid equal amounts for doing equivalent jobs across our business.
The above charts illustrate the gender distribution across four equally sized quartiles, each containing 115 employees. The key points to note are as follows:
Overall Summary
At the outset, the company is committed to building a diverse and committed workplace that gives equal opportunities to all employees, irrespective of their gender.
The HGV repair sector is unsurprisingly male-dominated and, as at the calculation date, the workforce gender breakdown was 85% male employees with only 15% of the workforce comprising female staff members.
A significant proportion of the gender pay gap arises because (a) the majority of senior management positions are occupied by male employees with an engineering background gained from their prior experience as an HGV Technician or relevant HGV parts background; and (b) revenue-generating roles fixing trucks still tend to be occupied by male staff members that work anti-social shift patterns incl. roadside/mobile repairs and require physical stamina– these skills remain desirable and demand higher rates of pay.
The company continues to consider an action plan to reduce the gender pay gap in the workplace, but would comment it does remain difficult to attract female staff into our industry.
I confirm that the data reported is accurate.
Nigel Strevens
Joint Managing Director
4th April 2023