Gender Pay Gap Report
Proseal reports its gender pay gap under the Equality Act of 2010 requiring companies with over 250 employees to disclose their gender pay gap annually from April 2017.
It is important to note that the Gender Pay Gap is different to 'Equal Pay'. 'Equal Pay' is about men and women receiving equal pay for the same or similar job. The Gender Pay Gap shows the difference in the average hourly earnings and bonus of male and female employees.
Our statement remains consistent with prior years, that Proseal's gender pay gap is strongly influenced by the industry in which it operates, 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 and we remain committed to creating opportunities and providing support for women to further their careers within the business.
This report displays our results in the year to April 2022.
Pay & Bonus Gap
| Mean | Median | |||
| Hourly Fixed Pay | 6% | The mean pay for men is 6% higher than that of women | 14% | The median pay for men is 14% higher than that of women |
| Bonus Pay | 5% | The mean bonus pay for men is 5% higher than that of women | 12% | The median bonus pay for men is 12% 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 2022). 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 March 2022.
| Hourly Fixed Pay | ||
| Mean | 6% | The mean pay for men is 6% higher than that of women |
| Median | 14% | The median pay for men is 14% higher than that of women |
| Bonus Pay | ||
| Mean | 5% | The mean bonus pay for men is 5% higher than that of women |
| Median | 12% | The median bonus pay for men is 12% 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 2022). 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 March 2022.
Proportion of colleagues awarded a bonus for 2022
This shows an 9% difference between the number of men and women being paid a bonus in March 2022 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 date results in a 9% difference between the number of men and women being paid a bonus who were employed at the snap shot date.
Pay Quartiles
The above illustrates the gender distribution at Proseal UK Ltd across four equally sized quartiles.
As an engineering business, proportionally, we have a higher number of males in the business, which is reflected in our reported numbers.
Proseal has females in senior roles across our Marketing, HR, Sales, Finance and Testing departments and we are delighted that we are attracting female engineering apprentices into the business. We remain committed to diversity and inclusion and will be formulating strategies to get more females into engineering, such as encouraging young women to become engineers through our apprentice program via school visits. We recognise the positive contribution gender diversity brings to all areas of the organisation and are actively ensuring there is support and there are opportunities within the business for female employees to further their careers.
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.
