Gender Pay Gap

Border Holdings (UK) Ltd

Gender Pay Reporting & Statement 2018

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 2017, and accompanying statement is set out as follows:

Hourly Pay Gender Pay Gap

Mean                    20.7%

Median                 3.1%

Bonus Gender Pay Gap

Mean                    82.7%

Median                 14.7%

Bonus Payment Proportion

Males    79.8%    Females   87.4%

The above 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                                              87.3%                    12.7%

Upper Middle Quartile                                  68.7%                    31.3%

Lower Middle Quartile                                  74.6%                    25.4%

Lower Quartile                                              62.5%                    37.5%   

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 2017. There were 290 employees in post, 87 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 suggested an 9.1% (median) gender pay gap for 2017. Our figure of 3.1% is significantly lower and as a Company we will strive to maintain this.

The introduction of our Grading Structure in 2018 will further strengthen our commitment to this purpose and we will take positive measures to ensure that males and females are equally represented across all roles and pay scales in the Company.

 

aj overs

A J Overs (Financial Director)

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