Gender Pay Gap Reporting

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
1,000.001,300.00-300.00-30.00

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