Gender pay gap report
What is the Gender Pay Gap?
The law requires any company with more than 250 employees to publish its gender pay and bonus gaps.
The Gender Pay Gap is the difference between the mean and median average pay of men and women working for an organisation, expressed as a percentage of men’s earnings. To find the mean average gap, the hourly rates of pay for all female employees is added together and divided by the total number of female employees. The same calculation is done for male employees, and the difference between the resulting figures is the mean gender pay gap. If all the female employees are lined up in order of pay, from the highest to lowest pay, and all male employees are similarly lined up, the median gender pay gap is the difference in hourly pay between the female and the male employee who fall in the middle of those lines.
The gender bonus gap is the difference between mean and median average bonus payments made to women and men, expressed as a percentage of men’s bonus earnings.
Gender pay is not the same as equal pay. Whilst both equal pay and the gender pay gap deal with the potential disparity of pay women receive in the workplace, they are two different issues:
- Equal pay deals with the pay differences between men and women carrying out the same jobs, similar jobs or work of equal value.
- The gender pay gap is a measure of the difference between men’s and women’s average earnings across an organisation or the labour market. It is expressed as a percentage of men’s earnings.
According to the equality and human rights commission, in Britain there is an overall gender pay gap of 18.1%.
Gender Pay Gap
This data includes all 314 permanent and temporary employees who were in receipt of full pay in the pay period spanning 5 April 2017, and shows the difference between the average hourly rate of male and female employees as at the snap shot date of 5 April 2017.
Our gender pay gap is 21. % (median). This is only slightly higher than the current national average.
Pay period 5th April 2017
This includes all permanent and temporary employees as at 5th April 2017, who received full pay in the relevant pay period spanning that date, and shows the percentage of male and female employees in each quartile.
Median Gender Pay Gap by Quartile
||Number in quartile
|Upper middle quartile
Understanding the Pay Gap
This includes all permanent employees as at 5th April 2017 and shows the difference between the bonuses paid to male and female employees in the year 6 April 2016 to 5 April 2017.
Proportion receiving bonus
|Mean Bonus Gap
|Median Bonus Gap
Gender Bonus Pay Gap
The analysis of our Gender pay and bonus gap figures tells us that, rather than being driven by a pay issue, our mean pay and bonus gaps are driven by the structure of our work force. The Company currently has more men than women in senior positions attracting higher pay grades and eligibility for bonus. This is a common issue in workplaces generally as reported by The European commissions (2017) 2017 report on equality between men and women in the EU.
The company also has departments that are typically male dominated, like engineering where women are traditionally underrepresented. While this is slowly changing, the Wise Campaigns studies on The STEM Education Pipeline 2017 tell us that there are still fewer women than men studying the STEM subjects (science, engineering, technology and maths) at school and university, resulting in fewer applications from women than men for these roles.
How CP Pharmaceuticals is addressing the Gender Pay Gap
Keep doing the right things
Many of our employees have been with the company for a long time; this is shown year after year with our long service awards, with the average length of service at 10 years. Our clear Mission, Vision and Values statement, the Investors in People silver award and our bronze award in corporate health show CP Pharmaceuticals is an employer of choice.
Click here to see our Mission, Vision and Values
CP Pharmaceutical’s is an equal opportunities employer and is totally committed to equality of opportunity and diversity at all stages of the employee lifecycle. We employ the right people to fill our roles, regardless of sex, age, race, religion, disability, sexual orientation, ethnic origin, gender reassignment or marital status. We know that by continuing to adopt this approach we will succeed in driving down the gender pay gap.
As a company we will also continue our efforts to develop more female managers so that they have roles that are eligible for bonus pay by continually striving for insight into existing barriers and addressing where needed. We have taken steps to encourage more females into senior roles by having a robust flexible working policy in place and supporting with training and development.
Our action plan
The company has different areas in the business that have historically attracted a higher proportion of females or males We will pro-actively examine the drivers behind this and the barriers to female progression, which will help us to see where and how we can effect change. The recruitment and selection processes and exit interviews will be reviewed to understand why we attract or retain fewer female senior leaders than male, and the company will then look to action the findings.
A report from the Equality and Human Rights Commission has highlighted flexible working as its primary recommendation to improve gender equality in the workplace. In order to tackle our pay imbalance between men and women, the company is currently looking to introduce a flexible time policy, it also has in place a learning and development policy in order to support with training and development.
I can confirm the information and data reported is accurate as of the snap shot date 5th April 2017
Signed by Managing Director