Gender Pay Gap

Border Holdings (UK) Ltd

Gender Pay Reporting & Statement 2021

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 2020, and accompanying statement is set out as follows:

Hourly Pay Gender Pay Gap

Mean - 19.7%

Median - 8.9%

Bonus Gender Pay Gap            *Bonus Payment Proportion

Mean - 80.4%                            Males - 88.9%

Median - 7.4%                           Females - 98.7%

* Represents what proportion of employees that were employed on the 5th April 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 2020.  As at that date, there were 329 employees in post, 87 females and 242 males.

The ONS Annual Survey of Hours and Earnings has suggested an 15.5% (median) gender pay gap for 2020 (7.4% for full time employees). Our figures of 19.7% and 8.9% are slightly higher than average but have remained very similar to  the previous year’s figures of 18.6% and 8.5%. 

We believe in a fair and ethical approach to pay. We 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.

Whilst we have made efforts to introduce more gender parity within departments, the fundamental issues of location and restricted labour pool have always made recruitment challenging. There is still a much greater proportion of males employed in our ‘blue-collar’ roles and on shift patterns that unavoidably attract higher premiums (late and night shifts). This does inevitably impact 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. 

aj overs

A J Overs (Financial Director)

britpart warehouse
britpart sales