This is the third year that eXPD8 has reported on gender pay, and the second time we have reported under the Government’s reporting requirements. The numbers shown below are as submitted to the government website, with last year’s submission alongside for comparison.
Hourly Pay Gaps
The headline numbers quoted with regard to gender pay are those for hourly pay. The “mean” value calculates an average hourly rate for both male and female colleagues, whereas the “median” value is the mid-point pay rate for our colleagues.
As at April 2018, eXPD8 had a mean gender pay gap of 4.7%, in favour of male colleagues. This compares to the 6.9% differential in 2017 (a 32% reduction in the gap). The national differential reported last year was 16.9%, 3.5 times greater than our reported gap this year.
We are pleased to report this considerable progress in eliminating any gender pay gap in our business. The discrepancy in average pay is explained by the split of our workforce in the higher earnings bracket. Whilst 82% of our colleagues are female, of the “top 30” earners in our business 70% are female, so lower than the overall average. However, this percentage has shifted significantly from 2017 when 57% of our “top 30” earners were female – hence the narrowing of the overall pay gap.
In 2018, as in 2017, we are again reporting a median pay gap of 0.0% – reflecting no difference in the hourly pay of our male and female colleagues earning at the mid-point level of our business. Last year we were one of only 8% of companies who were able to report no median pay gap.
Bonus Pay Gaps
Only a very small proportion of our colleagues received a bonus in the last financial year – 2.1% of our female colleagues and 3.8% of our male colleagues – and such a small number can lead to very skewed results. We noted last year that headline numbers were likely to vary significantly year on year, and this year we are reporting a mean bonus pay gap of -13.7% in favour of female employees (2017 -100.3% in favour of female employees), and a median bonus pay gap of 73.0% in favour of male employees (2017 -22.2% in favour of female employees). We have reviewed all bonuses paid this year and are satisfied that they were awarded based on performance and achievement rather than showing any gender bias, and the opportunity to earn a bonus is consistent for both women and men.
We are required to publish the split of male and female colleagues in each pay quartile – i.e. ranking colleagues by hourly rate then splitting into four equal parts (quartiles) and calculating the number of women and men in each quartile. The number of women and men is fairly consistent across all quartiles.
eXPD8 has a diverse workforce, employing a large number of mostly part-time, hourly-paid colleagues based all over the country, along with a population of salaried colleagues, both field-based and based in our Central Support Office in Bristol. As such, we find it useful to recognise these different populations to analyse pay accordingly, to ensure that we can understand and act upon any pay differentials that might arise.
We try to be transparent with our pay policy. We evaluate all job roles, which are placed into grade and pay bandings and are published to our colleagues.
With our hourly paid colleagues, we have a mean gender pay gap of 1.8% in favour of our female employees (2017 – 1.6% in favour of females). Whilst this is a relatively small gap, it is driven by two separate factors: we have a higher than average proportion of females in our “Team Leader” roles, which attract an enhanced hourly rate; plus a greater than average proportion of our male colleagues are under 25 and therefore not subject to the higher National Living Wage rate. The median rate of pay is equal (0.0%) for all colleagues.
For our salaried colleagues engaged in frontline administration and client-facing roles, there is no discernible difference in pay, with average pay for our male colleagues being 0.3% higher than for females (2017 – 0.7% higher for females).
For our colleagues in supervisory and technical roles, average pay for females is 5.3% higher than for males (2017 – 3.8% higher for females). We have reviewed the split of colleagues in this banding and established that the difference is a reflection of the average female colleague being further along the developmental progression path of the roles than their male colleagues, rather than any gender bias in favour of female colleagues.
For our Operational Management colleagues, average pay for females is 10.7% higher than for males (2017 – 22.8% higher for females). Again, we have reviewed this discrepancy and concluded that it reflects relative seniority as opposed to any other factors.
For our Senior Management colleagues, average pay for females is 1.0% higher than for males (2017 – 2.9% higher for females).
eXPD8 prides itself on treating all colleagues fairly and equally, and will continue to support all moves aimed at eradicating gender pay inequality in the workplace.
Group Finance, HR & IT Director