On 5 April 2022, our total workforce comprised of 276 employees with the following gender split:
This is our annual gender pay gap report for the snapshot date of 5 April 2022.
Table 1: Pay quartiles by gender
This table shows our workforce divided into four equal-sized groups based on hourly pay rate. Band A includes the lowest-paid 25% of employees (the lower quartile) and band D covers the highest-paid 25% (the upper quartile).
What is included in this band?
All employees whose standard hourly rate is within the lower quartile
All employees whose standard hourly rate is more than the lower quartile but the same or less than the median
All employees whose standard hourly rate is more than the median but the same or less than the upper quartile
All employees whose standard hourly rate is within the upper quartile
A quartile is one of four equally sized groups created when you divide a selection of numbers that are in ascending order into four. The "lower quartile" is the lowest group. The "upper quartile" is the highest group.
The figures in this table have been calculated using the standard methods used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Why do we have a gender pay gap?
Legally, men and women must receive equal pay for:
We are committed to equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We have a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or anything else listed above). We:
We are confident that our gender pay gap is not because we pay men and women differently for the same or equivalent work. Instead, our gender pay gap is because men and women work in different roles and those roles have different salaries.
Across the UK economy, men are more likely than women to be in senior roles (especially very senior roles at the top of organisations). Men are more likely to be in technical and IT-related roles, which are paid more highly than other roles at similar levels of seniority. Women are also more likely than men to have had breaks from work that have affected their career progression, for example to bring up children. They are also more likely to work part time, and many of the jobs that are available across the UK on a part-time basis are relatively low paid.
This pattern from the UK economy as a whole is reflected in the make-up of our organisation. Most line managers and senior managers are men.
How does our gender pay gap compare with that of others?
The mean gender pay gap for the whole economy (according to the October 2021 Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) figures) is 11.9%, while in the top 5 best-selling motor groups in the United Kingdom (according to SSMT) it is 14.1%. At 9.4%, our mean gender pay gap is lower than the whole economy and our sector.
The median gender pay gap for the whole economy (according to the October 2021 ONS ASHE figures) is 7.9%, while in the top 5 best-selling motor groups in the United Kingdom (according to SSMT) it is 12.3%. At 10.5%, our median gender pay gap is lower than the whole economy and our sector.
Comparison with other organisations
2021 ONS ASHE whole economy
2021 Best-selling motor groups in the UK
Mean gender pay gap
Median gender pay gap
Our mean and median gender bonus gaps are: 26.8% and 6.9% respectively.
89 percent of men at our organisation received a bonus in the 12 months up to 5 April 2022. For women this was 84.4%. This is because there are more men in management and technical roles, which are eligible for a performance bonus.
What are we doing to address our gender pay gap?
We are not happy with our gender pay gap even though it compares favourably with others. We are committed to doing everything we can to reduce the gap. However, we also know this is a difficult task. For example, we have no control over what people choose to study or the career choices that they make.
Over the next year, we will review our recruitment and remuneration policies to ensure fairness and equality.