Gender Pay Gap


Border Holdings (UK) Ltd

Gender Pay Reporting & Statement 2019

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 2018, and accompanying statement is set out as follows:

Hourly Pay Gender Pay Gap

Mean 21.5% 

Median  11.3% (6.7% full time staff only)

Bonus Gender Pay Gap            *Bonus Payment Proportion

Mean 83.6%                               Males   79.3%

Median 10.3%                            Females   83.1%

* 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

83.9%

16.1%

Upper Middle Quartile

75.8%

24.2%

Lower Middle Quartile

62.9%

37.1%

Lower Quartile

64.5%

35.5%

 

 

 

 

 

 

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 2018. There were 292 employees in post, 89 females and 203 males.

We believe in a fair and ethical approach to pay. We believe men and women are paid equally for doing equivalent jobs within our organisation and that all appointments are based on merit. 

The ONS Annual Survey of Hours and Earnings has suggested an 17.9% (median) gender pay gap for 2018 (8.6% for full time employees). Our figures of 11.3% and 6.7% are still lower than average however, they have increased on the previous year. 

This was due to a much more buoyant labour market resulting in a shortage of certain categories of warehouse staff. Subsequently, the Company had to improve benefits in order to retain its most experienced employees. The ensuing increases in pay and skill premiums for those employees with quantifiable skill sets addressed this issue however, due to a largely male-dominated staff base, this has inflated the hourly pay rates.   

We are confident that our Grading and Skills Structure allows both male and female employees equal opportunity to maximise earning potential and we remain committed to ensuring that both genders are fairly represented across all roles and pay scales in the Company. 

aj overs

A J Overs (Financial Director)

britpart warehouse
britpart sales