As part of the traditionally male-dominated construction industry, we have an ongoing challenge to increase our appeal to women. Our engineering, driving and yard based positions are predominantly male dominated.
We operate a graded salary structure and are a fair and equitable employer, irrespective of gender. We pay our most junior employees, predominately men, at or above the Real Living Wage levels. Our company bonus scheme is based on business performance and offers rewards to all permanent employees. The average bonus pay is higher this year for both male and female employees due to improved performance despite the pressures of lockdown on the business. There are more men employed in senior roles which explains the difference in bonus pay values although the gap has narrowed substantially over the previous year. We remain fully committed to improving the gender diversity of our business, and acknowledge that our pay gap will fluctuate over time as we increase the number of women working at all levels of the organisation.
We will continue to invest in our people and processes and monitor our gender pay gap. We will publish the 2022 results before April 2023 as a requirement of the government initiative on equal pay.
We are an employer who is required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves carrying out calculations that show the difference between the average earnings of men and women in our organisation; it does not involve publishing employees’ data.
We are required to publish the results on our own website and the government website.
We have used data from 06/04/2020 – 05/04/2021. (Capture date is 5th April 2021)
Results:
Mean pay gap = 13.7% Median pay gap = 3%
Mean bonus gap = 27% Median bonus gap = 3.4%
Proportion of different genders receiving bonus payment = 73% Men 51% Women
Proportion of different genders in lower quartile = 76% Men 24% Women
Proportion of different genders in lower middle quartile = 76% Men 24% Women
Proportion of different genders in upper middle quartile = 72% Men 28% Women
Proportion of different genders in upper quartile = 84% Men 16% Women
The mean pay gap of 13.7% represents an increase in the gap compared to 6.9% we reported last year.
Our median pay gap of 3% in favour of men has changed from -3.4% in favour of women reported last year
I confirm that I have reviewed the data used and the calculation of the Gender Pay gap and Bonus Pay Gap and that to the best of my knowledge and belief the required elements are accurately expressed in accordance with the regulations.
Gordon MacDonald
Chief Executive Officer
Mabey Hire Limited
