Gender Pay Gap


Border Holdings (UK) Ltd

Gender Pay Reporting & Statement 2020

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 2019, and accompanying statement is set out as follows:

Hourly Pay Gender Pay Gap

Mean - 18.6%

Median - 8.5%

Bonus Gender Pay Gap            *Bonus Payment Proportion

Mean - 82.2%                            Males - 84.4%

Median - 9.9%                           Females - 95.2%

* 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

83.6%

16.4%

Upper Middle Quartile

68.9%

31.1%

Lower Middle Quartile

67.6%

32.4%

Lower Quartile

66.2%

33.8%

 

 

 

 

 

 

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 2019.  As at that date, there were 321 employees in post, 92 females and 229 males.

The ONS Annual Survey of Hours and Earnings has suggested an 17.3% (median) gender pay gap for 2019 (8.9% for full time employees). Our figure of 8.5% is lower than average and has decreased significantly from the previous year’s figure of 11.3%. 

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. 

We are pleased that full implementation of our grading and skills structure, together with our efforts to introduce more gender parity within departments, has resulted in a consistent, equitable and non-discriminative application of remuneration levels for all employees. 

Whilst we are confident that our internal policies allow both male and female employees equal opportunity to maximise earning potential, we 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)

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