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Gender Pay Report as at 5 April 2021

Under new legislation, Commercial Services (Kent Limited) are obliged to publish gender pay information in a manner that is accessible to the public.

Introduction

The gender pay gap shows the difference between the average (mean and median) earnings of men and women. This is expressed as a percentage of men’s earnings. Nationally, the gender pay gap varies by occupation, age group and even working patterns.

Legislation is effective whereby an employer must comply with the regulations for any year where they have a headcount of 250 or more employees on the snapshot date. The snapshot date for private and voluntary sector organisations is the 5 April. This year of reporting is based on data as at 5 April 2021. For the purposes of gender pay reporting, the definition of who counts as an employee is defined in the Equality Act 2010:

  • Employees (those with a contract of employment)
  • Workers and agency workers (those with a contract to do work or provide services)
  • Some self-employed people (where they have to personally perform the work)

Agency workers will form part of the headcount of the agency that provides them, and not the employer they are on assignment to. It is a requirement to calculate and publish separate reports based on each separate legal entity. The headcount for Commercial Services Kent Limited as at the snapshot date is 429 and the total headcount including agency workers on the weekly payroll for Kent Limited is 1,358. The headcount for Commercial Services Trading Limited is 72 and therefore the only statutory report submitted is for Commercial Services Kent Limited.

It is noteworthy to highlight that there is limited control and influence over the pay rates of the 929 agency workers that are on the weekly payroll compared to the extent of control and influence Commercial Services has on its own employees. With this in mind, the proceeding narrative does differentiate between the Commercial Services Kent Limited total headcount (including agency workers) gender pay gap and the pay gap within the staff population excluding agency workers).

The gender pay reporting focuses on the following information:

  • The mean gender pay gap (shows the difference between the mean hourly rate of pay that male and female full-pay relevant employees receive)
  • The median gender pay gap (shows the difference between the median hourly rate of pay that male and female full-pay relevant employees receive)
  • The mean bonus gender pay gap (shows the difference between the mean bonus pay that male and female relevant employees receive)
  • The median bonus gender pay gap (shows the difference between the median bonus pay that male and female relevant employees receive)
  • The proportion of males and females receiving a bonus payment (shows the proportion of make relevant employees who were paid any amount of bonus pay, and the proportion of female relevant employees who were paid any amount of bonus pay)
  • The proportion of males and females in each quartile pay band (shows the proportions of male and female full-pay relevant employees in four quartile pay bands)
  • A written statement

Results

 

Commercial Services Kent Limited

Commercial Services Kent Limited (excluding agency workers)

mean gender pay gap

0.1%

3.5%

median gender pay gap

0%

-3.7 %

mean bonus gender pay gap

-34%

37.2%

median bonus gender pay gap

-9.4%

-9.4%

proportion of males and females receiving a bonus payment

73.9% vs 72.8%

73.9% vs 72.8%

proportion of males and females in lower quartile pay band

45% are male and 55% are female

63.6% are male and 36.4% are female

proportion of males and females in lower middle quartile pay band

43.1% are male and 56.9% are female

57% are male and 43% are female

proportion of males and females in upper middle quartile pay band

41% are male and 59% are female

52.3% are male and 47.7% are female

proportion of males and females in upper quartile pay band

43.1% are male and 56.9% are female

59.3% are male and 40.7% are female

Written statement

  1. The mean gender pay gap for the whole of Commercial Services Kent Limited is -0.1% (rounded to one decimal place). Male mean hourly rate is £13.12; whereas female mean hourly rate is £13.13. This highlights that woman have a mean hourly rate 0.01% higher than men.
  2. The mean gender pay gap for permanent employees of Commercial Services Kent Limited is 3.5% (rounded to one decimal place). Male mean hourly rate is £15.21; whereas female mean hourly rate is £14.68. This highlights that women have a mean hourly rate 3.5% less than men.
  3. The median gender pay gap for the whole of Commercial Services Kent Limited is 0.0% (rounded to one decimal place). Male median hourly rate is £9.08; whereas female median hourly rate is £9.08. This indicates that men and woman have the same median hourly rate.
  4. The median gender pay gap for permanent employees of Commercial Services Kent Limited is -3.7% (rounded to one decimal place). Male median hourly rate is £11.39; whereas female median hourly rate is £11.81. This indicates that men have a median hourly rate -3.7% less than women.
  5. The mean bonus gender pay gap is -34%. The mean bonus pay of men in Kent Limited is £751.85 and the mean bonus pay for women in Kent Limited is £1,007.31. Women therefore have received a higher mean bonus payment than men by 34%.
  6. The median bonus gender pay gap is -9.4%. The median bonus pay of men in Kent Limited is £320 and the median bonus pay for women in Kent Limited is £350 Women therefore have received a higher median bonus payment than men by 9.4%
  7. The proportion of males and females receiving a bonus payment indicates how much more likely one gender of employee is more likely to receive a bonus payment. Of 249 male relevant employees, 184 received a bonus, and of 180 female relevant employees, 131 received a bonus. This means 73.9% of men received a bonus and 72.8% of women received a bonus.
  8. As the agency workers do not receive bonuses, the proportion of males and females receiving a bonus payment across the whole of Commercial Services Kent Limited indicates that 73.9% men have received a bonus and 72.8% of women have received a bonus.
  9. There are 1,358 full-pay relevant employees in Kent Limited including staff on both the permanent and agency payrolls. These have been arranged by lowest hourly rate of pay to the highest hourly rate of pay; and then the full list has been divided into four quartiles and ensured employees on the same hourly pay rate have been distributed evenly by gender where they cross the quartile boundaries:
    • Of the 353 employees in the lower quartile, 159 are male and 194 are female. This means 45% are male and 55% are female.
    • Of the 339 employees in the lower middle quartile, 146 are male and 193 are female. This means 43.1% are male and 56.9% are female.
    • Of the 327 employees in the upper middle quartile, 134 are male and 193 are female. This means 41%are male and 59%are female.
    • Of the 339 employees in the upper quartile 146 are men and 193 are female. This means 43.1% are male and 56.9% are female.
  10. There are 429 full-pay relevant permanent employees in Kent Limited. These have been arranged by lowest hourly rate of pay to the highest hourly rate of pay; and then the full list has been divided into four quartiles and ensured employees on the same hourly pay rate have been distributed evenly by gender where they cross the quartile boundaries:
    • Of the 107 employees in the lower quartile, 68 are male and 39 are female. This means 63.6% are male and 36.4% are female.
    • Of the 107 employees in the lower middle quartile, 61 are male and 49 are female. This means 57% are male and 43% are female.
    • Of the 107 employees in the upper middle quartile, 56 are male and 51 are female. This means 52.3% are male and 47.7% are female.
    • Of the 108 employees in the upper quartile 64 are men and 44 are female. This means 59.3% are male and 40.7% are female.

This gender pay report highlights that whilst fewer women are employed by Commercial Services Kent Limited on the non agency payroll, they are not disadvantaged in terms of their hourly pay. An reasonable proportion of the staff on national minimum wage are all both male and female. Attendance at the Executive is made up of an equal number of males and females.

The differential of pay between men and women across the agency payroll indicates that where mean average hourly rates are concerned female staff are paid more than male staff. This remains the case for the median average hourly rate, however females are at a lesser disadvantage than the males. Considering the gender demographic across the quartiles for the whole of Commercial Services Kent Limited, the lower, lower middle and upper middle quartiles have more women.

Focus will be given on how to diversify the gender demographic across all quartiles to improve the representation further still of male and female staff, especially in Lower, Lower Middle and Upper quartiles.

Improving our gender pay balance

Commercial Services has recently developed its practices for increasing the sophistication of recruitment and selection including the introduction of more robust shortlisting processes and the requirement to have a minimum of two panel members undertake a structured interview. The panel should be gender balanced.

Managers have been made aware of unconscious bias in recruitment and selection decisions and only managers attending the training are permitted to interview candidates.

Commercial Services Kent Limited is an employer where gender diversity and inclusion is positive. This information is shared with the Executive and Remuneration Committee to ensure continued parity is maintained. Whilst there are no formal recognition of Trade Unions, the information will also be communicated to UNISON and Unite; and directly to all staff.

At the start of 2021 we started a group wide Diversity and Inclusion group to continue a strategic and operational focus on achieving equity and equality.

In 2022 we are continuing our Executive Development and Future Leaders programs plus introducing new development programs in Leadership Essentials and Operational Excellence, all of these programs have a good balance of male and female attendees and are designed to support and encourage career development.

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