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Gender Pay Gap Report 2020

Our company and sector has had a challenging 18 months as a result of the pandemic and national lockdowns. This has resulted in a reduction in bonus payments, due to business performance however, our average hourly rates have increased and we have made bonus payments to over 80% of the workforce. There has been an unprecedented movement of labour in 2021, which has and will continue to be a challenge in retaining and attracting talent. Our company and sector has had a challenging 18 months as a result of the pandemic and national lockdowns. This has resulted in a reduction in bonus payments, due to business performance however, our average hourly rates have increased and we have made bonus payments to over 80% of the workforce. There has been an unprecedented movement of labour in 2021, which has and will continue to be a challenge in retaining and attracting talent.

As part of the traditionally male-dominated construction industry, we have an ongoing challenge to increase our appeal to women. Our engineering, driving and yard based positions are predominantly male dominated.

This is a key part of what drives our commitment to being an equal opportunities employer who offers a graded salary structure, irrespective of gender.

We are delighted that our fair and equitable processes have translated into a median neutral gender pay gap.

We will continue to invest in our people and processes and monitor our gender pay gap. We will publish the results again in April 2022 as a requirement of the government initiative on equal pay.

We are an employer who is required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves carrying out calculations that show the difference between the average earnings of men and women in our organisation; it does not involve publishing employees’ data.

We are required to publish the results on our own website and the government website.

We have used data from 06/04/2019 – 05/04/2020. (Capture date is 5th April 2020)

Results:

Mean pay gap = 6.88%

Median pay gap = -3.4%

Mean bonus gap = 46.11%

Median bonus gap = 21.97%

Proportion of different genders receiving bonus payment = 81.87% Male 84.52% Female

Proportion of different genders in lower quartile = 82% Male 18% Female

Proportion of different genders in lower middle quartile = 79% Male 21% Female

Proportion of different genders in upper middle quartile = 70% Male 30% Female

Proportion of different genders in upper quartile = 84% Male 16% Female

The mean pay gap of 6.88% represents a decrease in the gap compared to 9.73% we reported last year (2.85% drop vs previous year).

Our median pay gap of -3.4% in favour of women is much lower than the -8.08% gap reported last year

I confirm that I have reviewed the data used and the calculation of the Gender Pay gap and Bonus Pay Gap and that to the best of my knowledge and belief the required elements are accurately expressed in accordance with the regulations.

Gordon MacDonald

Chief Executive Officer

Mabey Hire Limited

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