Gender Pay Gap Reporting

Transcription

1 Gender Pay Gap Reporting

2 Introduction As an employer of more than 250 staff, NCP has undertaken Gender Pay Gap Reporting as required by the Equality Act 2010 (Gender Pay Gap Information) Regulations The gender pay gap in an organisation is the difference in pay levels between male and female employees, irrespective of the position held. This is different from equal pay - where companies are required to ensure that men and women are paid the same for doing the same or similar roles.

3 Our Workforce Our workforce is predominantly male and out of the 1238 employees reported as part of collating this data, 83% are male. The Gender Pay and Bonus Gap All data is based on figures for the 12 months up to 31st March The UK national median gender pay gap shows that men are paid on average 18.4% more than women (Office of National Statistics). The Gender Pay Gap for NCP shows that women, on average, are paid more than men. The UK national median Ordinary Pay Mean (average) 23.88% higher for women Median (middle) 11.62% higher for women

4 NCP Gender Pay by quartiles The following data shows the proportion of male and female employees in each quartile. Upper Quartile Total Number Quartile % Upper Middle Quartile Total Number Quartile % Lower Middle Quartile Total Number Quartile % Lower Quartile Total Number Quartile % Having looked at our results in detail, we have identified that our gap is as the result of having more men than women in frontline positions in the lower quartile, with a ratio of 5 males to every female. The upper 2 quartiles of our higher earners sees a more even split of 30% to 70% of women to men.

5 Bonus Mean (average) % higher for women Median (middle) 100% higher for women Proportion of male and female employees who have received a bonus: 26.54% 17.40% 73.46% 82.60% Bonus received Bonus not received

6 Summary and Organisational Context The key reasons for the pay gap is that there is a much smaller proportion of women in front line roles (all of whom will be paid the same hourly rates as men). NCP has a female CEO which means that two of the seven directors are female this directly impacts on the average (mean and median) hourly rates for the 196 female employees. With over 600 Car parks throughout the UK, NCP acknowledges that customers come from a wide range of backgrounds and we are proud that our workforce reflects this diversity. At NCP, all employees are paid based on the role they undertake for the business. For example, every front-line employee is paid the same hourly rate irrespective of any other factors. Pay rates are increased annually based on the National Living Wage and we are proud to be able to pay above the National Living Wage for all of our roles. This is the same approach we take for all other roles. Not only do we pay all our employees fairly and ensure they have access to the same opportunities, our pay and benefits are also distributed fairly across the business.

7 We are totally committed to building and fostering a constructive and positive relationship with all our employees and believe that by being open and transparent with this data it will demonstrate that commitment, as well as attracting talent and boosting employee engagement. Closing the gap NCP has always been an organisation where people can thrive and develop regardless of their gender or background and we will continue to offer fair, equitable pay to all colleagues. We are committed to reporting our gender pay gap on an annual basis. I confirm that our data has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations Jo Cooper, CEO

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