Quality Save Limited 28 March 2019
5 Brooklands Place
Gender Pay Gap Reporting
We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employees’ data.
The number of employees at 5 April 2018 was 589 of which 388 were female and 201 were male.
We are required to publish the results on our own website and a government website. We will do this within one calendar year of April 5th 2018.
The six calculations are:
1. Mean hourly gender pay gap is 17.8%
2. Median hourly gender pay gap is -6.1%
3. Mean bonus gender pay gap is 87.3%
4. Median bonus gender pay gap is 10%
The proportion of males and females receiving a bonus payment
a) Male 10.95%
b) Female 8.5%
The proportion of males and females in each quartile pay band
When looking at the results it is apparent that the mean calculations are affected by the remuneration paid to the directors of the business. If the directors of the business are excluded the Mean hourly gender pay gap is 2.0% and the Mean bonus gender pay gap is 19.4%.
The company have for many years employed both male and female staff and operate a policy of remunerating staff at the rate applicable for the job, regardless of gender.
We can use these results to assess:
• the levels of gender equality in our workplace
• the balance of male and female employees at different levels
• how effectively talent is being maximised and rewarded.
Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records. All employees can confirm and update their records if they choose to by contacting your area manager.
I confirm that the figures in our disclosure are accurate and have been calculated in accordance with gender pay gap reporting requirements as outlined in the legislation and accompanying guidance
28 March 2019
Last update to this policy – 25th March 2019.
We are committed to maintaining our policies in line with the latest data protection regulations so please check back regularly for any updates.