Gender Pay Gap Information 2020
The Gender Pay gap is different to Equal Pay
Gender Pay gap shows the difference between the average hourly earnings of men and women across the workforce and is about addressing the representation of women in the workforce. Equal pay is about whether women and men performing the same work, at the same level, in the same organisation receive the same pay.
What is Gender Pay
The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 brought into effect a requirement for large employers to report publicly every year on the differences in aggregate pay and bonuses of men and women. Employers with over 250 employees must calculate a standard set of key metrics on their gender pay and gender bonus pay.
The regulation applies to all private sector employers with 250 employees or more and every year must report on the following: –
- The difference in the mean pay of full pay men and women, expressed as a percentage
- The difference in median pay of full pay men and women, expressed as a percentage
- The difference in mean bonus pay of men and women, expressed as a percentage
- The difference in median bonus pay of men and women, expressed as a percentage
- The proportion of men and women who received bonus pay
- The proportion of full pay men and women in each of four quartile pay bands
As an employer of currently to date 334 employees ESG has undertaken as required by the Equality Act, looking at the data of all full pay relevant employees for the relevant period, including all relevant employees in the UK.
Our workforce to date is made up of 234 males and 100 females, making males 70% of our workforce.
We can confirm the data below is accurate containing information relating for the relevant period, however we have excluded data of those not receiving full pay due to Maternity/Paternity Leave or Sickness etc. as we are required to do
Mean/Median Gender Pay
ESG’s mean gender pay gap is 14.40%
We have a gender pay gap because we employ more men than women. It is not unusual for companies like ours to employ more men than women, due for example to a smaller pool of female talent found for areas such as Java Developers, IT technicians. Other factors also influence this including local and geographical conditions together with historic recruitment and market force factors.
ESG’s median gender pay gap is 15.00%
Bonus Gender Pay Gap
ESG’s mean bonus gender pay gap is 66.30%
ESG’s median bonus gender pay gap is 0.00%
Proportion of Males Receiving Bonus is 48.00%
Proportion of Females Receiving Bonus is 52.00%
The chart above shows the gender distribution in the four quartiles based on pay bands. We have more males across our workforce and that is reflected in the bands above.
ESG ensures all staff have equal opportunities to progress within the Company by advertising roles internally. Over the last few years we have successfully closed the gap in our upper quartile by having internal senior promotions. As a Company we are absolutely committed to building a fairer more equal society, and we will continue to ensure we are fair and transparent in all recruitment and other interactions with our staff.
Steve Gosling, CFO