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?

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.

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 = 33.70%
  2. Median pay difference between Male and Female employees = 42.51%
  3. Mean Bonus difference between Male and Female employees = 4.39%
  4. Median Bonus difference between Male and Female employees = 3.85%(down by 14.84% from 2018)
  5. Bonus proportion shows 10% of Males as receiving a bonus versus 4.17% of females (up by 0.49% from 2018)

Gender Split by Pay Band

Gender Pay Gap Results

Pay Band A - Up to £8.40 per hour

    • 470 Females & 266 Males
    • This pie chart is made up of 736 employees who are the lowest paid within SPIE. Band/quartile A has a maximum payment of up to £8.40 per hour. This band has the highest number of females compared to other bands/quartiles. Please note that this band would be made up of mostly cleaners on minimum wage.

Pay Band B - £8.41 - £12.37

    • 288 Females & 448 Males
    • This pie chart is made up of 736 employees who are the second lowest paid within SPIE. Band/ quartile B has a minimum payment of £8.41 per hour and maximum payment of up to £12.37 per hour. This band has the second highest number of females compared to other bands/ quartiles.

Pay Band C - £12.37 - £17.76

    • 98 Females & 639 Males
    • This pie chart is made up of 737 employees who are the second highest paid within SPIE. Band/ quartile C has a minimum payment of £12.37 per hour and maximum payment of up to £17.76 per hour. This band has the second least number of females and the second highest number of males compared to other bands/ quartiles.

Pay Band D - Above £17.77 per hour

    • 94 Females & 643 Males
    • This pie chart is made up of 737 employees who are the highest paid within SPIE. Band/ quartile D has a minimum payment of up to £17.77 per hour. This band has the highest number of males compared to other bands/ quartiles.

Understanding SPIE UK’s GPG

SPIE UK’s GPG is based on the snapshot date of 5 April 2019 with a total population in scope of 2,946 employees split between 935 females and 2,011 males. A population where 32% is Female (1% increase since 2018) and 68% is Male. Whilst a third of our population is represented by females it is worth noting that the majority of these females are based in the lowest earning quartile carrying out part time cleaning work which is not a core part of our service offering.

SPIE UK operates in an Industry that has typically male dominated activities such as engineering, construction, cables, 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. The under representation of women in Senior Functional and Senior Operational roles is the main reason for the GPG in SPIE Ltd. Many females join the Company in Admin and Advisory capacities where the salary progression may not be as quick as that attained in the 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. Continuing to support ‘So SPIE Ladies’ forum with regular workshops to stimulate debate on subjects such as stereotyping, what can be done to attract more females into the industry and other key topics. Examples of some of the ‘So SPIE Ladies’ forum workshops from 2019 are as below:
  2. International Women’s Day promoted across the UK with presentations, discussions and activities to commit to eliminating gender balance issues. 
  3. ‘So SPIE Ladies’ organised an event on International Men's Day to recognise colleagues who are a Positive Male Role Model. These were males in our organisation that lead by example through positive behaviours and make the workplace better for us all. 
  4. ‘So SPIE Ladies’ ranked 32nd out of 240 in this year's La Parisienne run in Paris. The La Parisienne run is held in support of breast cancer research. SPIE enter as part of the company challenge and all SPIE subsidiaries have female runners who participate. 
  5. Marked the 100-year anniversary of the Women in Engineering Society by highlighting some of the achievements made by women, across the STEM disciplines over the past century.
  6. Held an Easter family day where employees could bring their children to work. During this event the children participated in SPIE related learning experiences, fun games and an Easter egg hunt.
  7. ‘So SPIE Ladies’ is currently sponsored by the Strategy & Development Director.
  8. On the back of the ‘So SPIE Ladies’ forum we have looked to encourage female inclusion in the SPIE UK Mentoring programme.
  9. We are tracking and setting KPIs for Female representation on key Leadership Development programmes such as SPIE Talents and the SPIE UK Leadership Development programme.
  10. Introduction of a women's PPE range. A women's range formed part of the selection criteria with supplier.
  11. SPIE Ltd sponsored ‘The Women of the Year Awards’ for a second year running which took place in London. The Purchasing Director (also Female) joined this event. This event celebrated handpicked women for their ‘inspirational and extraordinary’ achievements.
  12. As part of our Diversity & Inclusion plan for 2019, we committed to ensuring that all employees had completed Unconscious Bias Training.
  13. We also include and encourage female participation in the SPIE Ltd Football tournament. This year four females attended.

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 over 2020 SPIE would like to raise the profiles of females not only within the business but in the industry also. SPIE would like to empower females to shape the Company culture through ‘So SPIE Ladies’ and other working groups.
  2. Flexibility: Flexibility in benefit provision is still an area that needs development. As a whole the Company is gradually encouraging the concept of Agile working which we hope will help in attracting more females who would welcome this way of working.  However we do need to explore other initiatives in this area that may be attractive to females and also help to retain our existing females such as better promotion of shared parental leave, looking at enhanced maternity package/provision and support on return from leave and also support around females going through menopause.
  3. Career Development: We actively manage all our employees who aspire to develop into more senior roles. Any females wishing to develop into more senior roles will have clear career plans detailing the steps they need to take to bridge any gap and the likely timescales to progress.

Want to find out more?

Send us a message