Fives Landis Ltd Gender Pay Reporting
Although less than the national average which is 18.4%, we have a lower pay gap than the manufacturing sector average. We want to do more to address Gender Pay Gap and this is what we are doing.
We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves carrying out calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employee’s data.
We are required to publish the results on our own website and a government website. This information below is based on data as at 5th April 2018. Our workforce is made up of 91.7% male employees and 8.3% female employees.
Mean hourly pay difference between male and female employees 19.2%
Median hourly pay difference between male and female employees 17.6%
17.4% of males and 16% of females received bonuses.
The Mean bonus pay gender gap was 57.4%
The Median bonus pay gender gap was 66.9%
Lower Quartile - Proportion of males in Lower Quartile was 91.2%
- Proportion of females in Lower Quartile was 8.8%
Lower Middle Quartile - Proportion of males in Lower Middle Quartile was 83.5%
- Proportion of females in Lower Middle Quartile was 16.5%
Upper Middle Quartile - Proportion of males in Upper Middle Quartile was 97.5%
- Proportion of females in Upper Middle Quartile was 2.5%
Upper Quartile - Proportion of males in Upper Quartile was 96.2%
- Proportion of females in Upper Quartile was 3.8%
Fives Landis Ltd is a traditional engineering and manufacturing company and unsurprisingly there is a large imbalance between the numbers of male and female workers employed. Manufacturing in particular is heavily male dominated throughout the country, however we are actively engaged in trying to attract more women into engineering and manufacturing roles.
Due to this imbalance currently the gender pay gap is slightly higher than the National Average of 18% there are no differences in the rates paid to men and women performing the same tasks. The figures also include the premium rates paid to nightshift workers and the high levels of paid overtime carried out by manufacturing and assembly employees the majority of whom are male.
Currently the majority of our small female workforce are engaged in support and administrative functions.
What are we doing to redress the balance? Fives Landis support the drive to attract more young women to study STEM subjects and are proactively seeking to encourage applications from female engineers, apprentices and graduates. We are exhibiting at the WISE conference 2018 to showcase what we have to offer and plan to engage with local schools to promote engineering and manufacturing as an exciting career choice for women.
I confirm the information published above is accurate.
Mark Crossley, Financial Director