Gender pay gap reporting – eXPD8 Ltd, as at April 2020:

Progress continues to be made, with room for improvement

This is the fifth year that eXPD8 has reported on gender pay, and the fourth time we have reported under the Government’s reporting requirements.  We are reporting our Gender Pay gap statistics for 2020, 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 above 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.

In 2020, as in 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. The average median pay gap reported in 2019 was 8.9%.

As at April 2020, eXPD8 had a mean gender pay gap of 1.8%, in favour of male colleagues.  This represents our fourth consecutive year of closing the pay gap – down from a 2.5% differential last year, 4.7% differential in 2018 and 6.9% in 2017.

We’ll keep pushing until we reach parity

We are pleased to report continued considerable progress in eliminating any gender pay gap in our business.  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 2020, proportionally more female colleagues were in the Upper quartile than in the general colleague population.

Our leaders and high earners are increasingly female

Bonus Payments

We ran a “Christmas Incentive” scheme, available to all hourly paid colleagues over the seasonal period, whereby bonuses were paid for incremental hours, above standard working hours, that colleagues were prepared to complete over the period.  Payments were based entirely on the incremental hours worked.

A higher percentage of women qualified for the bonus than men, and the median amount paid was 6.7% higher for women than men, although the mean payment was 36.6% higher for men.

Paul Roffey

Group Finance Director