Gender Pay Gap Reporting
|Difference in mean pay
||Difference in mean bonus pay
|Difference in median pay
||Difference in median bonus pay
|Proportion of men / women who received bonus pay in the relevant period
|Number of men / women in the quartile pay bands: Upper, Upper Middle, Lower Middle, Lower
Systagenix Wound Management Manufacturing Ltd (SWMM) is required by law to publish an annual gender pay gap report. This is the report for the snapshot date of 5 April 2017. The figures set out above has been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
It should be noted that the reported statistics only look at the gap between men’s pay and women’s pay in general and do not look at the actual jobs that they do. As the Office for National Statistics explains about gender pay gaps in their ‘Annual Survey of Hours and Earnings: 2016 provisional results’; “figures do not show differences in rates of pay for comparable jobs, as they are affected by factors such as the proportion of men and women in different occupations. For example, a higher proportion of women work in occupations such as administration, which tend to offer lower salaries”.
Remuneration at Systagenix Wound Management Manufacturing (SWMM) Ltd
SWMM Ltd is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. This commitment extends to our reward and remuneration processes and the Company has a policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic as set out above).
In determining reward for our staff, we balance a number of factors, including the general economic climate, company performance, and the external market for the types of role that we offer. Whilst for some employee areas there is also a consideration of individual performance in their reward profile, in most areas we have set rates or pay ranges for roles and internal grading structures. In addition, we carry out pay and benefit audits on a regular basis.
We consider reward from a total remuneration perspective and believe that we offer a market competitive benefits package to all of our employees.
Assessment of Gender Pay Gap Calculations
Difference in Mean and Median Pay
Whilst SWMM Ltd median gender pay gap data clearly shows that there is a gender pay gap within the business, there are historical reasons for this that are being addressed.
The workforce is close to a 50/50 split between males and females. There are more females in entry level manual positions and more males in senior professional positions. The types of roles that we employ are largely entry level and skilled manual work, technical and engineering roles.
We are committed to offering flexible working where possible. Most opportunities for this arise in areas requiring lower skills or administrative work, and as is true in the wider UK economy, these roles are typically held by women. They also fall within the lower pay quartile, therefore reflecting the larger percentage of women in that quartile. It is this split in the types of roles undertaken by men and women within the business that accounts for the gender pay gap within SWMM Ltd. Put simply, we tend to have a greater proportion of men employed in higher earning roles compared to our female population.
The gender make up within SWMM Ltd is consistent with the wider UK economy as can be seen from data compiled by the Office for National Statistics (ONS). The ONS study, ‘Women in the Labour Market 2013’ showed that across the UK, 77% of administrative roles were held by women whereas only 11% of plant and machine operatives were women and only 10% of skilled trades were women.
209 out of 413 employees are bonus eligible. 47.37% of these are female and 52.63% are male.
Out of the entire population 46.7% of females are entitled to bonus payments and 54.73% of males are entitled to a bonus.
There is a small gender pay gap when it comes to median bonus payments. Bonus payments are based on individual and company performance and can therefore fluctuate. The gap in median bonus payments is explained by the fact that there are more men in senior professional roles, which have bonus eligibility.
Closing the Gap
Past Actions Taken
We have reviewed our overall benefits provision and in the past we have we have increased the payments we make for maternity leave well beyond the statutory minimum.
In addition, we offer flexible working arrangements wherever practicable, meaning that 13.6% of the workforce enjoy flexible working arrangements. Of this number, 92.15% are females and 7.85% are males.
We are committed to continually reviewing the gender pay gap that exists within our work force and reducing it where this is possible. We are also committed to reporting on an annual basis what we are doing to try to reduce the gap and the progress that we are making. In addition we will also take the following positive initiatives:
- We will be looking at ways to utilise the apprenticeship levy to attract more female apprentices and adult learners into more skilled roles, although due to relatively low levels of voluntary employee turnover we do not anticipate significant shifts in the gender make up of our employee population in the short term.
- We are already in the process of undertaking significant work internally to be able to look in more detail at how we compare remuneration to the wider market. This includes using job matching tools to allow us to perform more detailed pay and benefits audits.
- We will continue to promote people based on merit and ensure that it is always the best person for a role that is recruited or promoted, regardless of any individual characteristic.