The Gender Pay Gap – 2018/19
365 Resourcing Ltd has been fortunate to see overall growth of 29.3% since publishing the previous report; employing 10.5% more females and 31.2% more males. Whilst more males have been recruited, we are pleased to see females successfully accessing employment at our Client’s sites in the engineering industry.
Whilst the Company does not operate a bonus scheme, we continue to utilise the annual appraisal to encourage and support employees to achieve their professional goals, identify training needs and developmental opportunities.
Our median (or midpoint) gender pay gap for full time employees is 10.5% in favour of males; our mean gender pay gap for full time employees (the differences between the average earnings for males and females) is -6.5% in favour of females. The median gender pay gap for part time employees is 26.5% in favour or males; our mean gender pay gap for part time employees is 30.9% in favour of males.
For ease, the Company have dissected the distribution of males to females in each quartile:
29.7% of the workforce occupy the lower quartile, with a 81.3%/18.7% male to female split.
42.8% of the workforce occupy the lower middle quartile, 100% are male.
3% of the workforce occupy the upper middle quartile, 100% are male.
24.5% of the workforce occupy the upper quartile, with a 92.2%/7.8% male to female split.
In addition to the previously identified explanations for the gender pay gap amongst our staff, we are aware the varying profile of vacancies our employees fulfil for each Client may also contribute to the gender pay gap.
365 will continue to address any gaps where practicable through wider policies and activities to ensure our policies and practices remain fair.