The Gender Pay Gap – 2017/18
365 Resourcing Ltd is a UK-wide resourcing partner that prides itself on delivering the highest quality permanent and contract recruitment solutions, employing in excess of 200 people deployed to various customer sites. The shared philosophy 365 has with its customers champions equality, integrity and innovation.
Each position has a unique pay rate which is agreed with customers in advance, enabling us to work in partnership with them offering value for money, and competitive rates of pay for our staff. When determining pay rates, the Company works with its customers considering a number of factors, such as: the economic climate, company performance, budget and rates offered by our competitors for similar roles.
Whilst the Company does not operate a bonus scheme, we utilise the annual appraisal to identify training needs and developmental opportunities to encourage and support our staff to better themselves and achieve their professional goals.
This is the first time we have published our gender pay gap and understand the results will be somewhat skewed due to the distribution of males (208 employees – 90.9%) to females (19 employees – 9.1%) which correlates with the current split in the UK engineering industry (WISE Campaign, 2017).
The Company do not operate a bonus scheme and as such, there are no results to report.
Our median (or midpoint) gender pay gap for full time employees is 10.5% in favour of males; our mean gender pay gap for full time employees (the differences between the average earnings or males and females) is -4.9% in favour of females. The median (or midpoint) gender pay gap for part time employees is 18.4% in favour of males; our mean gender pay gap for part time employees is 28.3%, also in favour of males.
For ease, the Company have dissected the distribution of males to females in each quartile:
Quartile 1
29.8% of the workforce occupy the lower quartile with a 82.3%/17.7% male to female split.
Quartile 2
37.5% of the workforce occupy the lower middle quartile with a 97.4%/2.6% male to female split.
Quartile 3
6.7% of the workforce occupy the upper middle quartile with a 92.9%/7.1% male to female split.
Quartile 4
26% of the workforce occupy the upper quartile with a 90.7%/9.3% male to female split.
Conclusion
It is clear the difference is largely due to the differing roles taken up by males and females within the company. Some of the few women employed have been recruited into comparatively senior roles to many of their male counterparts. Other factors we are conscious of include job role, length of service, qualifications, experience, performance, personality and agreeability.
We hope to address any gaps where practicable and also to take action through wider policies and activities to ensure our policies and practices remain fair.
