UK Gender Pay Gap Reporting
This report has been compiled in accordance with the UK Government’s mandatory gender pay gap reporting requirements and guidance. It covers all employees working for our UK legal entities on 5 April 2024 and shows a breakdown of data for those legal entities with more than 250 employees.
About Gender Pay Gap Reporting
A mean pay difference is calculated by taking the average hourly earnings of everyone in an organisation, including their pay and bonus, and comparing the difference between men and women employees. A median pay difference is calculated by taking the figure in the middle of the range of pay and bonus, arranged from the smallest to the largest.
In any year, a number of factors impact our gender pay gap data. This could include changes in the total number of employees and those joining our organisation at different stages in their careers, including at senior levels.
A pay gap is not the same as equal pay, which requires that men and women in the same job in an organisation are paid the same. Our approach to pay and reward is designed to be irrespective of gender. Through our governance, the reporting of our policies and processes and the training we require of our line managers, we aim to ensure there is no bias in our approach to pay.
The latest figures from the Office of National Statistics (ONS) dating from April 2024 found that the median UK gender pay gap for all employees is 13.1%.
In the UK, most of our team members are employed in Production positions on the shopfloor and this area has an even mix between males and females (51% female / 49% male). When we review the pay gap percentages within this discreet population, the mean pay gap is 3.6% and the median pay gap is 3.4%. The key driver for this remaining pay gap is due to more females employed in day shift operator positions which attract a lower rate of pay than operator positions on other shift patterns.
Outside of Production, we employ a range of positions including Engineering, R&D, Sales, Operations Management and a variety of support functions. Within this population, the gender mix is slowly changing with an increasing number of females occupying these roles. As of April 2024, females occupy 36% of roles (increased from 32% in 2023). We believe continued progress in this area will continue to positively influence the pay gap.
Gender Pay Gap in Bonus
Looking at the bonuses that our employees in all our UK legal entities received, we have a mean gender bonus gap of 1.5% and a median gender bonus gap of 0%, meaning male and female median bonus was identical.
All UK employees continue to have an equal opportunity to take part in a bonus programme. This results in a relatively even proportion of males and females receiving a bonus payment in the 12 months preceding 5th April 2024 (98.2% of males received a bonus compared with 97.7% of females).
When we review this measurement within the discreet Production population, the median gap is also 0% and the mean gap is -2.1%, meaning females in Production roles had a higher mean bonus value than males.
Distribution of all UK Employees across Pay Quartiles
The chart below shows the distribution of men and women in our UK business within four pay quartiles. The 4th Quartile is the highest paid quarter of our workforce, and the 1st Quartile is the lowest paid quarter of our workforce.
Compared to previous years, there continues to be small shifts in female representation in the first 3 quartiles.
| Pay Quartile | Women | Men |
| Participation in 1st quartile | 61.1% | 38.9% |
| Participation in 2nd quartile | 56.9% | 43.1% |
| Participation in 3rd quartile | 39.4% | 60.6% |
| Participation in 4th quartile | 21.1% | 78.9% |
Closing our gender pay gap
Whilst we continue to make steady progress, we remain focused on making further improvements to reduce our gender pay gap. As part of this commitment, we continue to look at how we can attract, select and develop team members from a variety of backgrounds. This is a long-term goal and reflects the wider industry backdrop for females in science, technology, engineering and maths (STEM) careers. This wider picture is demonstrated by a report published by Engineering UK in 2024 which shows 15.7% of those working in engineering were women in 2023. Whilst this is an improved picture from historic levels, it continues to be a significantly smaller percentage than men.
In support of our efforts to continue to build an inclusive and supportive workplace, we have introduced some new training opportunities for leaders and employees to advance their skills. We have introduced a Menopause policy into the UK business, and we continue to offer flexible working and reasonable adjustments to support our employees where business needs allow.
Further information
The method for calculating the gender pay gap figures has been outlined by the UK Government and the results from every qualifying UK organisation will be published here: https://gender-pay-gap.service.gov.uk/viewing/search-results
We confirm the information and data reported is correct as of the snapshot date 5 April 2024.