At SPS, we want to ensure that everyone is rewarded fairly for their work and enjoys the same access to all opportunities.
The gender pay gap measures the difference between men and women's average earnings and is expressed as a percentage of men's pay. According to the Office for National Statistics, the overall gender pay gap fell to 8.6% among full time employees in 2018.
The causes of a gender pay gap can be a complex and shifting mix of factors including work, society and family, but by monitoring the pay gap between men and women we can better understand the gap, should one exist.
Effective from April 2018, the UK Government introduced a requirement on all employers to publish their gender pay gap. The calculations below are in line with this requirement and cover the period from April 2017 to March 2018.
The above table shows our mean and median hourly gender pay gap and bonus gap as at the snapshot date (i.e. 5 April 2018 (pay) and the 12 months reference period to 5 April 2018 (bonus)).
We are confident that men and women are paid equally for doing equivalent jobs across the business, and the median hourly pay gender gap of only 2% confirms this.
When looking at our bonus gap, the median % is zero indicating no gap, whilst mean % should be assessed in the context of the actual mean bonus paid being less than £250 per person.
Male - 88%
Female - 98%
This shows a 10% difference in the number of men and women who received a bonus in 2017/18. This difference has arisen due to there being more female colleagues than male colleagues in the roles which are incentivized with a bonus.
|Lower Quartile||Lower Middle Quartile||Upper Middle Quartile||Upper Quartile|
The above chart illustrates the gender distribution across SPS (EU) Limited in four equally sized quartiles. This analysis shows that there are proportionately more male colleagues than female colleagues in the highest paid quartile.