We are proud to announce a reduction in our Gender Pay Gap for the fifth consecutive year!
We are reporting our Gender Pay Gap statistics for 2021, despite the suspension of the requirements to do so, as we strongly believe in the need to address the Gender Pay Gap. The numbers shown below are as submitted to the Government website, with last year’s submission alongside for comparison.
| 2021 | 2020 | ||||
| Mean Gender pay gap in hourly pay | 1.5% | 1.8% | |||
| Median Gender pay gap in hourly pay | 0.0% | 0.0% | |||
| Mean bonus Gender pay gap | 14.3% | 36.6% | |||
| Median bonus Gender pay gap | 14.3% | -6.7% | |||
| Female | Male | Female | Male | ||
| Proportion of colleagues receiving bonuses | 0.1% | 0.2% | 67.3% | 56.7% | |
| Proportion of colleagues per pay quartile: | Female | Male | Female | Male | |
| Lower Quartile | 77% | 23% | 78% | 22% | |
| Lower Middle Quartile | 77% | 23% | 79% | 21% | |
| Upper Middle Quartile | 84% | 16% | 86% | 14% | |
| Upper Quartile | 85% | 15% | 84% | 16% | |
| Overall | 81% | 19% | 82% | 18% |
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.
In 2021, as in 2020, 2019, 2018 and 2017, we are 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.
As at April 2020, eXPD8 had a mean gender pay gap of 1.5%, in favour of male colleagues. This represents our fifth consecutive year of closing the pay gap – down from a 1.8% differential last year, 2.5% differential in 2019, 4.7% differential in 2018 and 6.9% in 2017.
We are delighted to report continued, considerable progress in eliminating any gender pay gap in our business and proud to remain ahead of the UK average which stood at 15.5% in 2020. We monitor salaries at all levels to ensure that any differences are performance-based rather than gender-based and therefore we do not have a gender pay gap when it comes to colleagues within the same job banding. Our mean Gender Pay gap has been consistently reducing as we have increased the proportion of female colleagues in more senior positions. The percentage of female colleagues in the top “Upper” quartile of earnings has been increasing every year we have reported, and indeed in 2021, as in 2020, proportionally more female colleagues were in the Upper quartile than in the general colleague population.
Bonus Payments
Only three colleagues received a bonus, making any meaningful analysis impossible
Paul Roffey
Group Finance Director
