Mean | Median | |
---|---|---|
Hourly Fixed Pay | 26.4% | 27.2% |
Bonus Paid | 75.2% | 29.2% |
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 2023).
The gender pay gap – calculated on the mean and median measures –as at the snapshot date (5th April 2023) increased slightly in comparison with the prior year when the differences equalled 25.4% and 26.4%, 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 2023 mainly in respect of the 2022 financial year.
Proportion of male employees awarded a bonus during year to April 2023:
0
Received a bonus (%)
0
Did not receive a bonus (%)
Proportion of female employees awarded a bonus during year to April 2023:
0
Received a bonus (%)
0
Did not receive a bonus (%)
The data above highlights that a similar proportion of male and female employees received a bonus payment during the year ended 5th April 2023, this is because the proportion of female employees that received a bonus payment during the year ended 5th April 2023 increased from 24% to 34%.
In relation to male employees, 36% received a bonus payment during the year ended 5th April 2023; a higher proportion in comparison with 2022 (34%).
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 159 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 82% male employees with below 20% 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, including a number of positive steps to increase the proportion of female HGV Apprentice Technician.
I confirm that the data reported is accurate.
Nigel Strevens
Joint Managing Director
4th April 2024