At Liberty Pressing Solutions (Coventry) we are committed to diversity as well as providing equal opportunities for every individual to grow and develop within our business. Whether male or female, we strive to create an environment that promotes learning and achievement and rewards every member of the team based on their skills and contribution to the business.
Our 2017 Gender Pay Gap reports any difference in the average pay between all our male and female employees. It reflects our position within the automotive engineering sector and reinforces our commitment to strengthen it with a diverse and inclusive workforce.
Employers in the UK are required to report on mean and median hourly pay rates by gender. As a part of this all relevant employees’ pay is totalled and divided by their hours of work to ensure a true comparison is made.
In addition, employers are also required to arrange the workforce into four equal-sized segments, known as quartiles, according to their rate of pay, from lowest to highest levels of pay. Gender proportion per pay band then shows the distribution of male and female employees within each pay band, and across these calculated quartiles.
The mean hourly pay gap at Liberty Pressing Solutions (Coventry) is 8.64% and the median hourly gap is 7.77%.
Our pay gap analysis shows that there are more men than women in higher-paid roles. This is not unusual for our industry.
Initial reports put the national average gap in mean hourly pay at 11%. Within the Engineering sector, the mean gender pay gap for hourly pay has been reported at 7.2%. Positive pay gaps like these show that male employees earn more than female staff members.
Gender proportion per quartile shows the lowest quartile with a ratio of 21:79 female to male employees, the lower middle quartile being split 13% female and 87% male, the upper middle quartile distributed 8% female and 92%, and a distribution of 5:95 male to female in the upper quartile. The bar chart depicts this graphically.
These differences are contributed to by many factors, and often have more to do with how work is structured in the industry, the jobs filled by female employees, how women remain in their career paths, and how new entrants to the workplace are attracted.
It is important to remember that gender pay gap measures are not equal pay measures, and does not make comparisons about individuals, or compare two people performing the same job. Gender pay gaps relate to diversity and inclusion, not discrimination.
We have identified the reasons which contribute to these gaps as mainly differences in length of service, corresponding annual pay increases, and differences in skill levels.
What we are doing to ensure better representation of male and female employees at all levels is to:
We are committed to reducing the gender pay gap by ensuring that gender pay gap analysis is included in our annual salary review cycle. Gender pay gap measurement will be calculated annually, and trends will show the results of our efforts.
Divisional HR Director