Gender Pay Gap Report
We are delighted to publish our first Sam Dennigan & Co.uc Gender Pay Gap report. In this report we'll talk about what the gender pay means and our approach to diversity and inclusion within Sam Dennigan & Co.uc. We will share our gender pay gap results and include the actions we will take to ensure Sam Dennigan & Co.uc remain a fair and equal place to work for everyone.
What is Gender Pay Gap
The Gender Pay Gap Information Act 2021 came into effect in July 2021. Employers with 250 or more employees are to publish statutory calculations every year showing how large the pay gap is between their male and female employees. The gender pay gap shows the difference in the average hourly earnings of men and women across an organisation regardless of their roles or industry sectors.
Our statistics are made up of the different number of men and women across all roles at Sam Dennigan & Co.uc. The gender pay gap is different from equal pay. ‘Equal pay’ is about men and women receiving equal pay for the same jobs, similar jobs or work of equal value.
There are two ways to measure the Pay Gap
1. Median Pay Gap
Represents the middle point of a population. If you lined up all of the women at a company and all of the men, the median pay gap is the difference between the hourly rate of pay for the middle woman compared to the hourly rate of pay for the middle man.
2. Mean Pay Gap
The mean gender pay gap is the difference between the average hourly rate of pay for women, compared to the average hourly rate of pay for men, within a company.
Sam Dennigan & Co.uc - Timelines
Sam Dennigan & Co.uc chose the period below in which to publish our Gender Pay Gap Data
- Snapshot Date: 30th June 2022
- Published on: 30th December 2022
- Total Employees: 687 (Male 559 / Female 128)
Sam Dennigan Gender Pay Analysis
Please see below Sam Dennigan & Co,uc Gender Pay Gap Analysis:
Our analysis shows that the pay gap is largely driven by more men in senior roles and also career and lifestyle choices, where more men are working shifts at times
that offer premiums.
The key contributing factor to this gap is a higher proportion of male in more senior higher paid roles.
Whilst we know we have more to do to bring this down, it is important to note that our basic hourly rate of pay for our hourly paid colleagues is the same for the same role, regardless of gender.
Bonus
Our findings show that a similar proportion of males and females received bonus payments. Based on our analysis, we know that we have a higher proportion of males in senior roles, these roles would have a higher bonus opportunities which is driving our bonus gap.
Benefit in Kind
The legislation also requires us to report on the % of employees receiving benefit in kind, which we have outlined below.
Under the regulations, benefit in kind is classified as a benefit with cash value. We offer our employees a number of benefits with cash value, most notably in offering gift vouchers to qualifying employees. There is little difference in the proportions of males and females receiving benefit in
Pay Quartiles
Pay per quartile was calculated as the percentage of male and female employees in four equal sized groups based on their hourly pay rate.
Our analysis of the pay quartiles show that there are more males in all quartiles due to the nature of our business and the roles within the Quartiles.
When we reviewed our gender pay gap figures, we know there are 3 key factors which drive it:
1. More men chose to work in the HGV Driving industry and within a chilled warehouse environment. These roles are available to both male and female colleagues, we note that more men chose to take these roles compared to women.
2. More men choose to work shifts at times that pay premiums for example Night Shift. Premium work shifts are available to both male and female colleagues, we note that more men chose to take these shifts compared to women.
3. There is a lower proportion of women in more senior roles. There are less women than men in both supervisory and management level roles, particularly in our warehouses.
We are committed to closing the gender pay gap. To do this, we’ll focus our actions around:
1. Supporting and attracting more women into the HGV and warehousing industry
2. Sustaining an inclusive culture, for all who come to work at Sam Dennigan & Co.uc