Gender Pay Gap Report 2019
We want all our employees to reach their potential at Cennox, irrespective of gender or other personal characteristics. We therefore welcome gender pay gap reporting as an opportunity to gain insight and support actions that may help improve our diversity and inclusion.
Understanding the figures
Following the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 set out by the UK government, we have extracted data about the pay of our 274 employees, as at 5th April 2019.
The mean gender pay gap compares the average hourly pay of men with that of women in the relevant period, which for us is April 2019.
The median gender pay gap is calculated as follows: if all our UK employees were lined up in a female line and a male line, the median gap is the difference in hourly pay of the woman in the middle of her line when compared with the man in the middle of his line.
It does not compare the pay of men and women doing the same role. This is equal pay.
Calculations for mean and median figures are also carried out in relation to bonus pay over the year up to 5th April 2019, and we show the proportion on men and women receiving any bonus pay during that period.
The report illustrates the proportion of men and women in four ‘pay quartiles’. The quartiles are calculated by splitting employees into four groups, of an equal number of people, based on their pay.
What’s included for each calculation?
The data for both the mean and median gender pay gaps, and the pay quartiles, includes both hourly and bonus pay as defined below, based on data as at 5th April 2019.
Hourly pay includes basic pay, allowances and bonuses received in the ‘relevant pay period’; April 2019. Overtime, redundancy and benefits in kind are not included.
Bonus pay includes commission and bonus payments received in the ‘relevant bonus period’; the twelve-month period ending on 5th April 2019.
Hourly pay gap:
With a gap of 13.8%, women earned 86p for every £1 that men earn when comparing mean hourly wages. Their median hourly wage is 6.5% lower than men’s.
Bonus gender pay gap:
Where individuals received a bonus in the 12-month reporting period, women received 88% of what was paid to men when comparing mean bonus totals. The median bonus gap showed women received 170% of what was paid to men.
Receiving a bonus:
A high number of the men who received bonuses were in sales roles where higher bonuses are agreed based on results.
While women make up 19.7% of the organisation, they are over-represented in the lowest pay quartile, with 30.4% of the bottom quarter made up of women in Administration and Bench Engineer roles. Women are well represented in the upper quartile with 18.8% of the top paid roles occupied by women. The gap in the middle quartiles suggests we need to work on our pipeline for senior roles.
Our ambition is to close the gap. We would like men and women to be fairly represented at each level of the organisation. Below are some of the actions we are taking to help attract, engage and progress female talent at all levels in the organisation. We know that closing the gap will take time, but we are committed and focused on doing so.
I confirm the accuracy of these calculations and my support for the actions detailed above.
Richard Grimmer, Managing Director, UK and Ireland