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

The GPG gives a snap shot 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 have to 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 diff between Male and Female employees = 33.03% (down by 4.57% from 2017)
  2. Median pay difference between Male and Female employees = 39.25%
  3. Mean Bonus difference between Male and Female employees = -24.09% (sway from 2017 in favour of females)
  4. Median Bonus difference between Male and Female employees = 18.69%
  5. Bonus proportion shows 19.40% of Males as receiving a bonus versus 3.68% of females (dropped by 45.11%)

Gender Split by Pay Band

Gender Pay Gap Results

Pay Band A - Up to £7.97 per hour

  • 479 Females & 350 Males (Females decreased in Band A since 2017 Males increased)
  • This bar chart is made up of 806 employees who are the lowest paid within SPIE. Band/quartile A has a maximum payment of up to £7.97 per hour. This band has the highest amount of females compared to other bands/quartiles. This tells us that most of our females are in the lowest paid jobs.
  • Please note that this band would be made up of mostly cleaners on minimum wage.

Pay Band B - £7.97 - £11.63

  • 301 Females & 506 Males (Females and Males have decreased in Band B sine 2017)
  • This bar chart is made up of 807 employees who are the second lowest paid within SPIE. Band/quartile B has a minimum payment of up to £7.97 per hour and maximum payment of up to £11.63 per hour. This band has the second highest amount of females compared to other bands/quartiles. The amount of women compared to band/quartile A is roughly over half and the amount of men roughly go up by half of the previous percentage.

Pay Band C - £11.64 - £16.43

  • 112 Females & 695 Males (Females and Males have decreased in Band C since 2017)
  • This bar chart is made up of 807 employees who are the second highest paid within SPIE. Band/quartile C has a minimum payment of £11.64 per hour and maximum payment of up to £16.43 per hour. This band has the least amount of females and the highest amount of males compared to other bands/quartiles.

Pay Band D - Above £16.45 per hour

  • 113 Females & 694 Males (Females in our highest paid quartile have increased in Band C since 2017)
  • This bar chart is made up of 807 employees who are the highest paid within SPIE. Band/quartile D has a minimum payment of up to £16.45 per hour. This band has the second highest amount of males compared to other bands/quartiles.

Understanding SPIE UK’s GPG

SPIE UK’s GPG is based on the snap shot date of 5 April 2018. It is based on a total population in scope of 3,227 Employees and split with 1,001 females and 2,222 males so a population where 31% is Female and 69% is Male. Whilst we have a about a third of our population 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.

The Mean Gender Pay Gap has decreased by -4.57% in the last year. Pay Quartile of Band D (highest paid band) has increased by 2.54% of Females following 2017. SPIE Ltd has mentored, promoted and employed an increased amount of Females in more senior roles to which has helped close the gap.

The Bonus Gap difference shows us that 3.68% of Females are receiving a bonus while 19.40% of Males are receiving a bonus; making the median bonus difference 18.69%. This has decreased since 2017 from 63.80%. The bonus mean is – 24.09% due to the average bonus payment to women being higher than that made to men. The GPG reporting requirements for bonus is a wide scope which includes not just payments under the bonus scheme but JIB Responsibility, Lodge – Non-Tax, Travel Time Pay, and Fares – Non-Taxable etc. The GPG reporting therefore captures payments which are made to our weekly paid trade employees where we have a large Male dominated presence so this has an impact on the number of Males receiving a bonus against females.

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 2018 are as below:

    ‘#Press for Progress’ took place on International Women’s day and involved our employees across SPIE Ltd making pledges on what action they would commit to towards gender balance equity.

    ‘Future So SPIE Ladies Workshop’ was an event inviting females from local schools to show that we have many opportunities within SPIE Ltd which can attract all types of profiles and give real career paths.

    ‘So SPIE Ladies’ is currently sponsored by the Strategy & Development Director.

  2. On the back of the ‘So SPIE Ladies’ forum we have looked to encourage Female inclusion in the SPIE UK mentoring programme. We currently have 19 Females participating in this programme (07/11/2018).

  3. We have filled two Technology Intrapreneur (SMART Graduate) positions with Females who will work to develop innovative solutions that add value for our clients and position SPIE as a forward-thinking first-choice provider. One of these positions was filled within Company.

  4. SPIE Ltd has appointed a Female CSR Manager to develop, implement and measure the Corporate Social Responsibility strategy for SPIE UK in conjunction with the CSR Strategy across the wider SPIE Group, so this will also help drive our Female focussed activity.

  5. 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 (the most recent cohort had a 50/50 split Male/Female) 

  6. SPIE Ltd sponsored ‘The Women of the Year Awards’ which took place in London. The Procurement Director (also Female) joined 450 women at this event. This event celebrated handpicked women for their ‘inspirational and extraordinary’ achievements. SPIE Ltd spoke to the team to get their thoughts following this event and our Learning and Development Advisor said “Having supporting working relationships will play a part in helping more women achieve their career aspirations”.

  7. Female in Sport – in recent years we have sent a team to participate in La Parisienne an annual mass Female running event in Paris each year. This year the team came 16th out of 301 companies!

    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 2018 we did much to raise the profile of SPIE to Females and events such as the ‘Future so SPIE Ladies’ workshop goes some way to help this. Also by filling two Technology Intrapreneur (SMART Graduate) positions we have two Females in front line positions working in the field of SMART introduction so we hope that this will also help raise SPIE’s profile amongst females as they meet more clients and potential clients.
  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.

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