UK Gender Pay Gap Reporting
At ESG we are an Equal Opportunity Employer and we continuously review how we reward our people fairly and consistently. This includes an annual review on our gender pay gap and we identify what steps to take that help us continuously improve.
Our organisation is growing and with this our focus, more than ever, is not only measuring our gender pay gaps; but also building the awareness within our workforce and industry. In our most recent evaluation we learned that that the gap in most circumstances favours females in our organisation. Given that (at the date this commentary was written) the UK gender pay gap is currently 15%; perhaps it is a fair assumption to make that this may not be the normal outcome for other companies. In this sense we might beat ‘the norm’. Having said this we have some way to go to close the gaps for our colleagues, both females and males and we identified a different sway in the gap for females and males when it came to pay and bonus.
We took great interest in evaluating the mean pay gap and it showed us that 178 of our male colleagues earned a higher hourly wage than our female colleagues by a 2.78% gap; however when we looked at the medium it was 5% in favour of our 94 female colleagues. As a result, I have decided to add into our agenda a full review of our pay scales across the departments; this is planned for 2018 and the intention is clear; to ensure that the pay scale offering is fair and consistent and reduce the gap.
When we measured the median bonus allocation we learned that more than three times the number of females received a bonus in the last 12 months compared to our male colleagues. We put this down to the fact that the majority of our commercial team are females. The actual mean bonus payment however favoured males by 10%. With this, we plan to look into bonus allocation a little closer; but find that it can often be the case, that either a single male or a female, who is of a more senior position, can create an imbalance in the overall mean bonus calculation. Therefore as an outcome, we plan to review this in more detail to understand the real median at each level.
Every year we hold at least 4 all-employee meetings and we plan to use these forums as a platform to increase gender pay awareness. We are excited for our colleagues to see the work we are doing to ensure everyone is paid consistently and fairly and we hope it motivates them to know that we care about rewarding EVERYONE, no matter their gender, equally and fairly.
Lisa-Marie Cunningham, Director of HR, EMEA