GENDER PAY GAP

Under legislation all employers with 250+ employees must now report on statutory calculation showing the size of their GPG.

The GPG gives a snapshot of the gender balance within an organisation and it measures the difference between the average earnings of all male and female employees. This is different to equal pay which is about ensuring that men and women are paid the same for carrying out the same work.

What is Gender Pay Gap (GPG) reporting?

Under legislation all employers with 250+ employees must now report on statutory calculation showing the size of their GPG.

The GPG gives a snapshot of the gender balance within an organisation and it measures the difference between the average earnings of all male and female employees. This is different to equal pay which is about ensuring that men and women are paid the same for carrying out the same work.

We must report on 6 specific calculations, namely;

  1. Average gender pay gap as a mean average
  2. Average gender pay gap as a median average
  3. Average bonus gender pay gap as a mean average
  4. Average bonus gender pay gap median average
  5. Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
  6. Show the proportion of males and females within each pay quartile by dividing into 4 groups ordered from lowest to highest pay

In addition to this the GPG reporting specifies the date on which the information is to be captured – which is known as the snapshot date (5th April).

In calculating the above Ordinary Pay includes basic pay, allowances, pay for piecework, shift pay.

Bonus includes profit share, productivity, performance, incentive, commission, client bonus

All of the above pay must be comparable, so everything is converted into an hourly rate again using specific calculations as supplied under the GPG regulations.

The Results:

  1. Mean pay difference between Male and Female employees = 38.11%
  2. Median pay difference between Male and Female employees = 45.31%
  3. Mean Bonus difference between Male and Female employees = 41.49%
  4. Median Bonus difference between Male and Female employees = 76.66%
  5. Bonus proportion shows 11.60% of Males as receiving a bonus versus 3.56% of females

Gender Split by Pay Band

Pay Band A

    • 342 Females & 87 Males
    • Band A is made up of 429 employees who are the lowest paid within SPIE.
    • This band has a maximum hourly rate of £9.65 p/h and has the highest number of females compared to other bands.
    • The jobs roles within the band will include Cleaners on NMW

Pay Band B

    • 175 Females & 256 Males
    • Band B is made up of 431 employees who are the second lowest paid within SPIE.
    • This band has a maximum hourly rate of £13.77 p/h and has the second highest number of females compared to other bands.

Pay Band C

    • 60 Females & 367 Males
    • Band C is made up of 427 employees who are the second highest paid within SPIE.
    • This band has a maximum hourly rate of £20.69 p/h
    • This band has 14.05% Females and 85.95% Males

Pay Band D 

    • 54 Females & 377 Males
    • Band D is made up of 431 employees who are the highest paid within SPIE.
    • This band has a minimum hourly rate of £20.72 p/h
    • This band has 12.53% Females and 87.47% Males

Understanding SPIE UK’s GPG

SPIE UK’s GPG is based on the snapshot date of 5 April 2021 with a total population in scope of 1,857 employees split between 702 females and 1,155 males. A population where 37% is Female.  It is worthwhile to note that there has been a reduction in headcount within SPIE UK in comparison to 2020, circa 15%. 

At the time of the snapshot data, 7% of employees were excluded from the mean and median calculations due to furlough and absence related reasons. 

The potential to earn bonus for SPIE weekly workforce was also impacted due to furlough, with bonus payments reduced by circa 35%.

SPIE UK operates in an Industry that has typically male dominated activities such as engineering, construction, facilities maintenance and installation and so we will see male dominance in all the quartiles and also at the higher salary end hence the reason for the GPG being as it is. Many females join the Company in Admin and Advisory capacities where the salary progression may not be as frequent as that attained in Operational roles. There will be, of course, other external factors such as attractiveness of the industry to women and the benefits they may deem as important at odds with what is currently on offer.  However, we are satisfied that where we employ males and females at the same level; they are rewarded similarly.

What are we doing to close SPIE Ltd’s GPG?

1. International Women’s Day promoted across the UK with an interactive quiz being held across our offices.  There was also an online interview with Kate Halliday, Commerical Director at SPIE UK.  Employees were also encouraged to attend webinars on International Women’s Day. 

2. Celebrated International Women in Engineering Day by shining the light on some of our own rising female stars across the business.

3. We launched Menopause Awareness Training.  The course is hosted by the SPIE internal online learning platform, which encourages both individual and virtual team-based learning to create a more interactive and engaging way of bringing awareness on the subject.  

4. On the back of the ‘So SPIE Ladies’ forum we continue to encourage female inclusion in the SPIE UK Mentoring programme.

5. We are actively highlighting our internal talent through the SPIE CEDRE process to promote the development of women in our industry.

6. We have recently appointed a female CFO, who joins SPIE in November 2021, and an internal promotion of HR Director for People Services and Reward in January 2021.

7. We have now fully rolled out our new Agile Working Policy, creating a more flexible working environment that helps promote a better work-life balance for all employees.

More to do

Whilst the above areas go some way to help raise the profile of females within SPIE UK there is still some way to go to encourage a wider representation across all our disciplines and especially in the Operational and Engineering fields.

Focus areas:

  1. How do we attract more females to SPIE?  The challenge here continues and SPIE would like to empower females to shape the Company culture through ‘So SPIE Ladies’ and other working groups.  At a SPIE Group level, we are looking to increase our percentage of women in senior management positions from 16% (December 2020) to 20% by 2025.  This represents a 25% increase.  
  2. Flexibility:  Flexibility in benefit provision is still an area that is being developed. Agile working has been rolled out and embedded within SPIE UK.  However, we are exploring other initiatives in this area that may be attractive to females and help to retain our existing females such as better promotion of shared parental leave.
  3. Career Development:   We actively manage all our employees who aspire to develop into more senior roles. Talents are being highlighted through the SPIE CEDRE process to promote the development of women in our industry.
  4. Job Evaluation and Benchmarking:  We have recently kick started a project to work with an external provider to develop our approach across SPIE UK for Job Evaluation and to help simplify pay and grading.

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