Gender Pay Gap Report

This is the second year that we have had to report on the Gender Pay Gap. It was under Equality Act 2010 requiring companies with over 250 employees to disclose their gender pay gap annually from April 2017.

'Equal Pay' is about a man and women receiving equal pay for the same or similar job. 

Our statement remains consistent with the prior year, that Proseal's gender pay gap is strongly influenced by the industry, with senior engineers and designers in the business being male. 

We are confident that men and women are paid equally for doing equivalent jobs across the business.

This report displays our results in the year to April 2018.


Pay & Bonus Gap

  Mean   Median  
Hourly Fixed Pay 16% The mean pay for men is 16% higher than that of women 14% The median pay for men is 14% higher than that of women
Bonus Pay 58% The mean bonus pay for men is 58% higher than that of women 25% The median bonus pay for men is 25% higher than that of women

The above table shows our overall mean and median gender pay gap based on hourly rates of pay as at the snapshot date (i.e. 5 April 2018). It also captured the mean and median difference between bonuses paid to men and women at Proseal UK Ltd in the year up to 5th April i.e. any bonuses paid in December 2017 for performance in the financial year FY18.

  Hourly Fixed Pay 
Mean 16% The mean pay for men is 16% higher than that of women
Median 14% The median pay for men is 14% higher than that of women
  Bonus Pay
Mean 58% The mean bonus pay for men is 58% higher than that of women
Median 25% The median bonus pay for men is 25% high than that of women

The above table shows our overall mean and median gender pay gap based on hourly rates of pay as at the snapshot date (i.e. 5 April 2018). It also captured the mean and median difference between bonuses paid to men and women at Proseal UK Ltd in the year up to 5th April i.e. any bonuses paid in December 2017 for performance in the financial year FY18.


Proportion of colleagues awarded a bonus for 2017


 This shows an 3% difference between the number of men and women being paid a bonus in December 2017 who were employed at the snap shot date of the 5th April. The difference is driven by start dates, not being employed by the business at the bonus dates. 


Pay Quartiles


The above illustrates the gender distribution at Proseal UK Ltd across four equally sized quartiles, each containing 68 colleagues.


As an engineering business proportionality we have a higher number of males in the business, which is reflected in our reported numbers. However we have seen the gap closing in most metrics vs last year as the number of females in the business increases, we have seen a 16% increase in female employees on the prior year.

Proseal have females in senior roles across our marketing, sales, finance and testing departments and we are delighted that we are attracting females engineering apprentices into the business. 

We recognise the positive contribution the females within our business bring to the organisation and are committed to ensuring there is support and opportunities within the business for them to further their careers.  We regret that our 'Ladies' initiative didn't roll out as quickly as planned during the year, but we are committed to this and look forward to progressing this during 2019 and reporting in our next submission.


Declaration

We confirm that the information and data reported is accurate and in line with the UK Government's Equality Act 2010

(Gender Pay Gap information) Regulations 2017.