Gender Pay Gap report April

Transcription

1 MacIntyre Hudson LLP Gender Pay Gap report April

2 Executive Summary MacIntyre Hudson LLP is a firm of chartered accountants, tax and business advisers and is required by law to publish an annual gender pay gap report. We strongly believe in equality and we are confident that the gender pay gap reported does not stem from women and men being paid differently for different work, but rather from other factors. Our gender pay gap statistics in this report are lower than the UK average and our sector average, however, these results will not make us complacent and the firm will continue to take proactive steps to bring the gap closer to zero. This is its report for the snapshot date of 5 April The figures shown have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations The mean gender pay gap for the firm is 14.3% The median gender pay gap for the firm is 12.4% The mean gender bonus gap for the firm is 33.6% The median gender bonus gap for the firm is 0% The proportion of male employees in the firm receiving a bonus is 20.1% and the proportion of female employees receiving a bonus is 16.3%. Pay s by gender: Band Males Females Lower 47.9% 52.1% Middle-lower Middle-upper 44.2% 55.8% 54.5% 45.5% Upper 63.0% 37.0% 2

3 What are the underlying causes of the firm s Gender pay gap? Under the law, men and women must receive equal pay for: The same or broadly similar work; Work rated as equivalent under a job evaluation scheme; or Work of equal value. MacIntyre Hudson LLP is committed to the principle of equal opportunities and equal treatment of all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. It has a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). As such, it: Provides diversity and equal opportunities training for all staff members as part of the induction process; and Evaluates job roles and pay grades as necessary to ensure a fair structure. MacIntyre Hudson LLP is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Our gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract. Across the UK economy as a whole, men are more likely than women to be in senior roles (especially very senior roles at the top of organisations), while women are more likely than men to be in frontline roles at the lower end of the organisation. In addition, men are more likely to be in technical roles, which attract higher rates of pay than other roles at similar levels of seniority. Women are also more likely than men to have had breaks from work that have affected their career progression, for example to bring up children. They are also more likely to work part time, and many of the jobs that are available across the UK on a parttime basis are relatively low paid. 3

4 Whilst we are not accepting of the patterns seen across the UK economy, elements of this are reflected in our workforce. Over the next two years, we have a strong initiative in place to ensure this is not the case moving forward. Our current uneven gender distribution can be seen in the info-graphic depicting pay s by gender. This shows the firm s workforce divided into four equal-sized groups based on hourly pay rates, with the lower including the lowestpaid 25% of employees and upper covering the highest-paid 25%. In order for there to be no gender pay gap, there would need to be an equal ratio of men to women in each. However, within the firm, 52.1% of the employees in the lower are women and 47.9% are men. While the percentage of men drops slightly to 44.2% in the middle-lower, it increases throughout the remaining two upper s, from 54.5% in middle-upper to 63% in the upper. Pay s by gender Upper Middle-upper Middle-lower 63% 37% 54.5% 45.5% 44.2% 55.8% Lower 47.9% 52.1% 4 Key= male & female

5 33.6% The mean gender bonus gap 0% The median gender bonus gap The mean gender bonus gap and the median gender bonus gap for MacIntyre Hudson are relatively small at 33.6% and 0%. The mean gap figure is affected by a small number of outliers, which is corrected by the median gap, which is generally accepted as a better statistical tool. The proportion of male employees receiving a bonus 20.1% 16.3% The proportion of female employees receiving a bonus The proportion of men in the firm who received a bonus in the 12 months up to 5 April 2017 was 20.1%, while for women this was 16.3%. This reflects the higher proportion of men in the management roles that, under our current policy, are eligible for a performance bonus. 5

6 How does MacIntyre Hudson LLP s gender pay gap compare with other organisations? The vast majority of organisations have a gender pay gap, and we are pleased to be able to say that MacIntyre Hudson LLP s gap compares favourably with that of other organisations, including those within our industry. The mean gender pay gap for the whole economy (according to the October 2017 Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) figures) is 17.4%, while in the legal and accounting activities sector it is 25.7%. At 14.3%, MacIntyre Hudson LLP s mean gender pay gap is, therefore, significantly lower than both of the above. The median gender pay gap for the whole economy (according to the October 2017 ONS ASHE figures) is 18.4%, while in the legal and accounting activities sector it is 24.2%. At 12.4%, MacIntyre Hudson LLP s median gender pay gap is, also significantly lower than both of the above. MacIntyre Hudson LLP 2017 ONS ASHE All employees 2017 ONS ASHE Legal and accounting activities Mean gender pay gap Median gender pay gap 14.3% 17.4% 25.7% 12.4% 18.4% 24.2% 6

7 What is the firm doing to address the gender pay gap? adoption and shared parental leave some of which attract enhanced payment above the statutory minimum MHA MacIntyre Hudson is taking its responsibilities in reducing the gender pay gap seriously and has already implemented measures to address this such as: Policies the firm has well established policies in place on diversity and equal opportunities, these form a backbone of induction training for all new employees to ensure everyone understands the concepts and also the importance of diversity and equality for the firm Flexible working - the firm prides itself on offering and promoting healthy work life balance and implements flexible working arrangements where possible if requested. A significant percentage of employees work on a flexible or part-time basis either temporarily or on a permanent basis Family friendly policies the firm offers a full suite of family friendly leave including maternity, paternity, Sabbatical Leave the firm offer the option for staff to take sabbatical leave for up to one year with a guaranteed position to return to after the agreed time-frame. We have also started a separate project on promoting diversity in all aspects including gender. We recognise the strengths differences can bring and we are actively working on this as a firm and as part of the wider project within the Baker Tilly International network. We are going to focus our efforts on our ways of working to rebalance the gender mix at all levels. Our ultimate aim is to empower all individuals to build a successful career within the firm no matter what background they come from or what gender they are. 7

8 None of the initiatives described will, of itself, remove the gender pay gap - and it may be several years before some have any impact at all. In the meantime, the firm is committed to reporting on an annual basis on what it is doing to reduce the gender pay gap and the progress that it is making. I, Rakesh Shaunak, Managing Partner of MacIntyre Hudson LLP, confirm that the information in this statement is accurate. Signed: Date: 17/01/2018 8

9 Get in touch If you would like further information please contact us: Follow + 44 (0) webenquiries@mhllp.co.uk MHA MacIntyre Hudson A Member of MHA MHA MacIntyre Hudson is the trading name of MacIntyre Hudson LLP, a limited liability partnership, registered in England with registered number OC A list of partners names is open for inspection at its registered office, 201 Silbury Boulevard, Milton Keynes MK9 1LZ. Registered to carry on audit work in the United Kingdom and regulated for a range of investment business activities by the Institute of Chartered Accountants in England and Wales. An independent member of MHA, a national association of UK accountancy firms. The term partner or partners indicates that the person (or persons) in question is (or are) a member(s) of MacIntyre Hudson LLP or an employee or consultant of its affiliated businesses with equivalent standing and qualifications. Partners and directors acting as administrators or administrative receivers contract as agents and without personal liability. Further information and links to the respective regulators and appointed individuals qualifications can be found via our website MHA MacIntyre Hudson is an independent member of Baker Tilly International. Baker Tilly International Limited is an English company. Baker Tilly International provides no professional services to clients. Each member firm is a separate and independent legal entity and each describes itself as such. MHA MacIntyre Hudson is not Baker Tilly International s agent and does not have the authority to bind Baker Tilly International or act on Baker Tilly International s behalf. None of Baker Tilly International, MHA MacIntyre Hudson, nor any of the other member firms of Baker Tilly International has any liability for each other s acts or omissions. Arrandco Investments Limited is the registered owner of the UK trade mark for Baker Tilly and its associated logo. 9