Gender Pay Gap Reporting
Understanding the Gender Pay Gap
The Gender Pay Gap is the difference in pay between male and female employees which is explained through various statistics.
The gap that is identified as part of these statistics is influenced by a number of factors such as the demographic of our workforce.
Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, employers with 250 or more employees are required to publish gender pay gap information based on a snapshot date.
You will find the reports for the last three years below for Howard Tenens Logistics.
Snapshot Date: 05/04/2018
Total Relevant Employees: 590
Total Full-Pay Relevant Employees: 459
Mean Gender Pay Gap
|Full Pay Relevant Males||Total Hourly Rate||Male Mean Hourly Pay||Full Pay Relevant Females||Total Hourly Rate||Female Mean Hourly Pay||Difference Hourly Pay||Mean Gender Pay Gap|
Median Gender Pay Gap
|Median Male Hourly Rate||Median Female Hourly Rate||Difference Hourly Pay||Median Gender Pay Gap|
Mean Bonus Gender Pay Gap
|Total Relevant Males||Total Male Bonus Value||Mean Male Bonus||Total Relevant Females||Total Female Bonus Value||Mean Female Bonus||Difference Mean Bonus||Mean Bonus Pay Gap|
Median Bonus Gender Pay Gap
|Median Male Bonus||Median Female Bonus||Difference Median Bonus||Median Gender Bonus Gap|
Proportion of Males and Females receiving a Bonus
|Total Relevant Males||Total Males Paid Bonus||Percentage Males Paid Bonus||Total Relevant Females||Total Females Paid Bonus||Percentage Females Paid Bonus|
Proportion of Males and Females in each Quartile Band
|Percentage in Upper Quartile||Percentage in Upper Middle Quartile||Percentage in Lower Middle Quartile||Percentage in Lower Quartile|
Logistics is an industry where women are underrepresented. That trend is true for our business and understandably negatively influences our gender pay gap. Moreover, this is further exacerbated by weak representation at senior levels, regardless of enhanced efforts to recruit women into these roles.
It is pleasing to see that the proportion of males and females receiving a bonus varies by less than 3%. The mean bonus gender gap shows that men receive an average of 39% more than their female counterparts, but this can be explained again by the lower representation of women at senior levels where higher bonus values are achievable.
The quartile findings were expected with the industry being heavily male-dominated. Our largest proportion of women are within the lower quartile range. This is largely because of lower-paid administration roles. However, these roles attract a bonus which feeds into the median bonus gender pay gap which shows a median female bonus of 125% greater than the male figure. It is worth noting that these bonuses are ignored by the gender pay hourly rate calculation because they are not received by the employees in the relevant pay period.
These calculations are accurate.