Gender Pay Gap

Border Holdings (UK) Ltd

Gender Pay Reporting Statement 2023

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 calculations that show the difference between the average earnings of men and women in our organisation; it does not involve publishing personal individual data.

We are required to publish the results on our own website and a government website. Our data, taken as at 5th April 2022, and accompanying statement is set out as follows:

Hourly Pay Gender Pay Gap - All Employees

Mean Median

19.9% (was 22.8%)

2.7% (was 6.7%)

Bonus Gender Pay Gap                  *Bonus Payment Proportion

Mean Median

56% {74.0%)                                     Males  95.3% {86.0%)

6.5% (-4%)                                  Females  93.7% (85.2%)

* Represents what proportion of employees that were employed on the 5th April 2022 received a bonus, split by gender. In actuality, all employees that qualified (time-served} received a bonus.

Pay Quartile Percentages                             %Male                               % Female

Upper Quartile





Upper Middle Quartile





Lower Middle Quartile





Lower Quartile





The above table shows what percentage of men and women are in each quarter of our payroll.

Directors Authorisation

The Gender Pay Gap data supplied is correct for all (relevant) employees in post with Border Holdings (UK) Ltd on 5th April 2022. As at that date, there were 384 employees in post, 101 females and 283 males.

The ONS Annual Survey of Hours and Earnings has suggested an 14.9% (median) gender pay gap for 2022 (8.3% for full time employees).

Our median figure of 2.7% is significantly lower than the ONS average and has also greatly decreased from last year (previously 6.7%). This indicates that we have had success in increasing the proportion of females in our higher paid roles.

We believe in a fair and ethical approach to pay and determine our pay levels in conjunction with a Grading structure that sets salaries according to responsibilities and skills. We are therefore confident that men and women are paid equally for doing equivalently responsible jobs within our organisation.

We continue to make efforts to introduce more gender parity within departments and have implemented Equality and Diversity Awareness training to all our managers. However, the fundamental issues of location and restricted labour pool have always made recruitment challenging.

There is still a greater proportion of males employed in our 'blue-collar' roles and on shift patterns that unavoidably attract higher premiums {late and night shifts) however we have seen more women employed in these areas than in previous years. Nevertheless, this disparity still impacts the overall pay gap differential.

We are confident that our internal policies allow both male and female employees equal opportunity to maximise earning potential but also accept that our senior managerial posts reflect the inherently and historically male-dominated nature of our business. We therefore remain committed to redressing this balance wherever this can be practically achieved.

Lawrence Perrett (Financial Director)

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