Border Holdings (UK) Ltd
Gender Pay Reporting Statement 2024
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 2023, and accompanying statement is set out as follows:
Hourly Pay Gender Pay Gap - All Employees
Mean 18.9% (was 19.8%)
Median 3.9% (was 2.7%)
Bonus Gender Pay Gap *Bonus Payment Proportion
Mean 59.2% {56.0%) Males 95.2% {95.3%)
Median 8.6% (6.5%) Females 94% (93.7%)
* Represents what proportion of employees that were employed on the 5th April 2023 received a bonus, split by gender. In actuality, all employees that qualified (time-served} received a bonus.
Pay Quartile Percentages %Male % Female
|
Upper Quartile
|
85.9%
|
(85.5%)
|
14.1%
|
(14.5%)
|
|
Upper Middle Quartile
|
70.9%
|
{71.4%)
|
29.1%
|
{28.6%)
|
|
Lower Middle Quartile
|
69.2%
|
{77.4%)
|
30.8%
|
{22.6%)
|
|
Lower Quartile
|
68.4%
|
{70.2%)
|
31.6%
|
{29.8%)
|
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 2023. As at that date, there were 365 employees in post, 102 females and 263 males.
The ONS Annual Survey of Hours and Earnings states that the gender pay gap has been declining slowly over time. Over the last decade it has fallen by approximately a quarter among both full-time employees and all employees.
In 2023, the gap among full-time employees increased to 7.7%, up from 7.6% in 2022. This is still below the gap of 9.0% before the coronavirus (COVID-19) pandemic in 2019. Among all employees, the gender pay gap decreased to 14.3% in 2023, from 14.4% in 2022, and is still below the levels seen in 2019 (17.4%).
Our median figure of 3.9% has increased but is still lower than the ONS average. It should be noted that the percentage of females employed across three of the pay quartiles has increased from 2022. This confirms that we are achieving our commitment to recruiting more females into traditionally ‘male’ roles across the company, particularly within our Warehouse. We continue to make efforts to introduce more gender parity within departments.
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 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.
Rob Davis
Financial Director Designate
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