Gender pay gap Report 2018

Transcription

1 Gender pay gap Report 2018

2 5 16/10/ :13 Page 1 Marshall Motor Holdings plc The automotive sector has historically been male dominated but we are committed to try to ensure we have a fair representation of men. Our current gender split is 75% male 25% female. We have a long heritage built on family values and we endeavour to live our Values every day; our values of fairness and integrity and keeping people at the heart of our success are a key focus for us. We have achieved Great Place to Work status for 9 years and for the 4th consecutive year have been ranked in top 30 Best Large Workplaces. We are committed to ensuring all colleagues believe Marshall is a great place to work. We believe in opportunities for all, regardless of gender and we must continue to challenge ourselves to be inclusive at all times. We are committed to ensuring men are paid equally for doing equivalent roles in our business. Understanding the gender pay gap Using the calculations prescribed in the gender pay gap reporting regulations, we have taken pay data for all our colleagues, which includes many different roles and therefore a variety of rates of pay Mean = the average Median = the mid point in a range of numbers What s included in our calculations? Calculations are required to be based on pay from April 2018, including ordinary pay (which includes basic pay/holiday pay/shift allowances) and bonus pay (profit share bonus/commission payments) What is the gender pay gap? A gender pay gap is a measure of the difference in the average pay of men regardless of the work they do across an organisation, business sector, industry or the economy as a whole. It is affected by the number of men across all roles. It is different from an equal pay comparison, which is direct comparison and women carrying out the same, similar or equivalent work. People Recognising that people are at the heart of our success. Innovation Marshall Values Maintaining competitive edge through innovation and creativity. Customers Putting our customers above all else.

3 Our Results 2018 MMH group Pay difference Quartile 1 (Upper) 13% Pay difference Mean 19.64% Median 12.74% 87% Quartile 2 (Upper Middle) Quartiles Female Male 20% Bonus difference 80% Mean 40.16% Median 35.36% Quartile 3 (Lower Middle) 33% Bonus number of men receiving bonus Male 81.34% Female 57.82% Mean = the average Median = the mid point in a range of numbers 67% Quartile 4 (Lower) 70% 30%

4 Our results 2018 Group Companies The Equality Act 2010 (Gender Pay Gap Information) Regulation 2017 requires organisations with multiple legal entities to report each relevant entity which employs more than 250 people

5 How are we working to address the gap? + Sales Executive are an important colleague population and we have been actively working to remove any barriers that might exist to encouraging more females to take up these exciting roles. We provide extensive training during induction and have introduced a guaranteed income for the first year to overcome any perceived concerns around salary and commission. As a result, the number of female Sales Execs has increased from 9% in April 2016 to 14.4% in April Service Advisor is a key role for our Aftersales department and we are very pleased that the number of females in this role was 51% in April All colleagues receive broad Equality & Diversity training to help ensure we are living our values and have an inclusive culture. + All managers receive specific Equality & Diversity training to help ensure there is no unconscious bias when recruiting, etc. + Through our on-going Great Place to Work surveys, we will continue to monitor how colleagues feel about being part of Marshall and specifically to ensure they feel we have an inclusive culture. + We have recently become a member of the Automotive 30% club which aims to achieve a better gender balance within the automotive industry, and with the aim of filling at least 30% of key leadership positions in the member organisations with women by 2030 through a 30 by 30 strategy. + Via a serious of articles in our colleague magazine Marshall Matters, we have been actively highlighting successful women in Marshall to inspire other women to believe they can also have a long career in our business.