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

Median Gender Pay Gap

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

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

Median Bonus Gender Pay Gap

Median Male BonusMedian Female BonusDifference Median BonusMedian Gender Bonus Gap

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

Proportion of Males and Females in each Quartile Band

Percentage in Upper QuartilePercentage in Upper Middle QuartilePercentage in Lower Middle QuartilePercentage 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.

Ben Morris
Executive Director