The gender pay gap shows the difference in average pay between men and women. It does not measure equal pay which relates to what men and women are paid for the same or similar job, as set out in the Equality act 2010.
The information within this report collates data from McLean & Appleton (Holdings) Ltd (t/a Hatfields) for the pay period 5 April 2017.
We are confident that Hatfields’ gender pay gap is not a pay issue; we know this because our approach to pay is gender neutral and our analysis shows that our pay gap is driven by the structure of our workforce. The greater proportion of men than women in sales and senior roles creates the pay gap. Our workforce is male orientated in common with many other businesses in the motor industry. We strive to encourage applications from female candidates to continually seek to restore this balance.
Pay and Bonus Gap
The table below illustrates our overall mean and median gender pay gap based on hourly rates of pay, expressed as a percentage of men’s earnings as at the snapshot date (i.e. 5 April 2017). It also captures the mean and median difference between bonuses paid to men and women at Hatfields in the year up to 5 April 2017, i.e. for the 2016 performance year.
Proportion of Employees Awarded a Bonus
The below table illustrates the proportion of male employees being paid a bonus and the proportion of female employees being paid a bonus up to the snapshot date.
The table below illustrates the gender distribution at Hatfields across four equally sized quartiles. It shows that there are proportionally more men in the senior higher paid roles than there are in the lower quartiles. This drives the difference in pay and bonus gap between men and women.
I confirm that the data reported is accurate.