Gender Pay Gap


Border Holdings (UK) Ltd

Gender Pay Reporting & Statement 2022

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 2021, and accompanying statement is set out as follows:

Hourly Pay Gender Pay Gap

Mean: 22.8%

Median: 6.7%

Bonus Gender Pay Gap            *Bonus Payment Proportion

Mean: 74.0%                            Males: 86.0%

Median: -4%                             Females: 85.2%

* 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

86.6%

13.4%

Upper Middle Quartile

72.3%

27.7%

Lower Middle Quartile

79.5%

20.5%

Lower Quartile

72.3%

27.7%

 

 

 

 

 

 

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 2021.  As at that date, there were 362 employees in post, 91 females and 271 males.

The ONS Annual Survey of Hours and Earnings has suggested an 15.4% (median) gender pay gap for 2021 (7.9% for full time employees). The ONS caveat these figures due to the proportions of employees that, due to the pandemic, were placed on furlough at the points in time that the data was collected (April 2020 and April 2021).

Whilst our mean figure of 22.8% is higher than average and slightly up on last year (19.7%), our median figure of 6.7% has reduced (previously 8.9%). This indicates that, although we still have a higher proportion of male high earners, the difference in average earnings between male and female employees has reduced.

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 have made further efforts to introduce more gender parity within departments and have, more recently, rolled out 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). 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