Gender Pay Gap Reporting

Snapshot Date: 05/04/2018
Total Relevant Employees: 590
Total Full-Pay Relevant Employees: 459

Mean Gender Pay Gap

Full Pay Relevant MalesTotal Hourly RateMale Mean Hourly PayFull Pay Relevant FemalesTotal Hourly RateFemale Mean Hourly PayDifference Hourly PayMean Gender Pay Gap
3774275.2611.3482812.459.911.4312.63

Median Gender Pay Gap

Median Male Hourly RateMedian Female Hourly RateDifference Hourly PayMedian Gender Pay Gap
10.189.021.1611.39

Mean Bonus Gender Pay Gap

Total Relevant MalesTotal Male Bonus ValueMean Male BonusTotal Relevant FemalesTotal Female Bonus ValueMean Female BonusDifference Mean BonusMean Bonus Pay Gap
473333450704.9711749825425.85279.1139.59

Median Bonus Gender Pay Gap

Median Male BonusMedian Female BonusDifference Median BonusMedian Gender Bonus Gap
400900-500-125

Proportion of Males and Females receiving a Bonus

Total Relevant MalesTotal Males Paid BonusPercentage Males Paid BonusTotal Relevant FemalesTotal Females Paid BonusPercentage Females Paid Bonus
47313528.541173025.64

Proportion of Males and Females in each Quartile Band

Percentage in Upper QuartilePercentage in Upper Middle QuartilePercentage in Lower Middle QuartilePercentage in Lower Quartile
Males89.5788.7086.0964.04
Females10.4311.3013.9135.96

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.

Ben Morris
Executive Director


Snapshot Date: 05/04/2017
Total Relevant Employees: 594
Total Full-Pay Relevant Employees: 515

Mean Gender Pay Gap

Full Pay Relevant MalesTotal Hourly RateMale Mean Hourly PayFull Pay Relevant FemalesTotal Hourly RateFemale Mean Hourly PayDifference Hourly PayMean Gender Pay Gap
4155251.1712.651001107.3011.071.5812.49

Median Gender Pay Gap

Median Male Hourly RateMedian Female Hourly RateDifference Hourly PayMedian Gender Pay Gap
10.29.620.585.69

Mean Bonus Gender Pay Gap

Total Relevant MalesTotal Male Bonus ValueMean Male BonusTotal Relevant FemalesTotal Female Bonus ValueMean Female BonusDifference Mean BonusMean Bonus Pay Gap
486757800.641559.26108149421.001383.53175.7311.27

Median Bonus Gender Pay Gap

Median Male BonusMedian Female BonusDifference Median BonusMedian Gender Bonus Gap
1,000.001,300.00-300-30.00

Proportion of Males and Females receiving a Bonus

Total Relevant MalesTotal Males Paid BonusPercentage Males Paid BonusTotal Relevant FemalesTotal Females Paid BonusPercentage Females Paid Bonus
48616233.331086661.11

Proportion of Males and Females in each Quartile Band

Percentage in Upper QuartilePercentage in Upper Middle QuartilePercentage in Lower Middle QuartilePercentage in Lower Quartile
Males81.2582.9590.7067.44
Females18.7517.059.3032.56

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.

A higher proportion of women receive a bonus (61%). This is driven by the fact that most of our salaried administration roles that attract a bonus, are occupied by women. Similarly, roles which do not reward a bonus (warehouse/driver roles) are largely occupied by men, creating the opposite effect with fewer men receiving a bonus (33%).

The quartile findings were expected with the industry being heavily male dominated. Our largest proportion of women are within the lower quartile range. It appears this is largely because of lower paid administration roles. However as detailed above, these roles also attract a bonus which the gender pay hourly rate calculation ignores (because it is not received by full-time relevant employees in the relevant pay period).

These calculations are accurate.

Ben Morris
Executive Director