Gender Pay Gap
Gender Pay Gap
2017 Gender Pay Report
At Cedo Limited, we are committed to ensure that everyone is rewarded fairly and has the same opportunities for development and growth
What is the Gender Pay Gap?
The gender pay gap is an equality measure that shows the difference in average earnings between women and men. The reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees. In the UK the gap for all employees (full-time and part-time) has reduced from 19.3% in 2015 to 18.1% in 2016 (source: Office of National Statistics) While the UK gender pay gap is at its lowest level the UK Government are aiming at bringing this down further and have identified 3 primary causes of the gender pay gap in the UK;
• A higher proportion of women choose occupations that offer less financial reward and, many high paying sectors are disproportionately made up of male workers.
• A much higher proportion of women work part-time, and part-time workers earn less than their full-time counterparts on average.
Men and women are paid equally for doing equivalent jobs across our business. All of our shift workers (day and night shift) receive a premium within their salary payment to recognise the shift pattern of 3 working shifts and 3 rest days. Cedo is committed to supporting the Gender Pay Reporting regulations and initiatives that will help drive an improvement in our gender pay gap.
Below is the data that we are required to report by the Gender Pay Gap Regulations for the snapshot date of 5th April 2017. Base Pay data is calculated for all payments received in the pay period which includes the 5th April and bonus calculations are based on all payments received in the 12 months prior to this date (i.e. April 2016- March 2017). The data includes all roles based in our UK business and any expats with strong links to the UK. It does not cover any of our employees based permanently outside of the UK.
Difference between men and women
Mean (Average) – Median (Middle)
Gender Pay Gap – 6% – 15%
Gender Bonus Gap – 14% – 6%Our results show that our gender pay is low compared to the UK average. One reason for this is that we employ more male than female employees and we have more men in senior positions within the organisation. Historically we have seen that a manufacturing environment has attracted more men than females, however we are keen to attract more females to the sector.
In 2017, 15 members of staff received a bonus payment. These are our senior representatives of the business. We are working with our business leaders to ensure that there are increased opportunities for others to impact their pay and have the opportunity to earn a bonus.Proportion of employees receiving a 2016 bonus payment
Proportion of females and males per earning quartile
We took the pay rates for all employees and listed from highest to lowest, this was then split into quarters, for each quarter we analysed the male and female mix in each.
Our pay levels are determined with regards to the level of role and benchmarked against external data. During the latter part of 2017 we have undertaken a role evaluation process to ensure we understand the roles that are performed, the competencies of each role, the skills required and the level of results that are expected. Cedo adhere to the principle of equal opportunities and equal treatment for all employees and are committed to promoting this throughout the organisation.
Our analysis shows that our gender pay gap is below the UK national average however this is largely driven by the demographic of our workforce, and there currently being more male than female employees in senior positions within the business. We are therefore committed to: