Fives Landis Ltd Gender Pay Reporting
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 90.5% male employees (down from 91.7% in 2017) and 9.5% female employees (up from 8.3% in 2017) employees.
Mean hourly pay difference between male and female employees 12.5% (19.2% in 2017)
Median hourly pay difference between male and female employees 17.6% (no change from 2017)
15% of males and 18.2% of females received bonuses (in 2018 this was 17.4% of males and 16% of females).
The Mean bonus pay gender gap was 70.7% (2017: 57.4%)
The Median bonus pay gender gap was 78.8% (2017: 66.9%)
Lower Quartile - Proportion of males in Lower Quartile was 88.2% (2017: 91.2%)
- Proportion of females in Lower Quartile was 11.8% (2017: 8.8%)
Lower Middle Quartile - Proportion of males in Lower Middle Quartile was 81% (2017: 83.5%)
- Proportion of females in Lower Middle Quartile was 19% (2017: 16.5%)
Upper Middle Quartile - Proportion of males in Upper Middle Quartile was 95.2% (2017: 97.5%)
- Proportion of females in Upper Middle Quartile was 4.8% (2017: 2.5%)
Upper Quartile - Proportion of males in Upper Quartile was 96.4% (2017: 96.2%)
- Proportion of females in Upper Quartile was 3.6% (2017: 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. This has begun to have an effect with 2 mature female apprentices joining the business in 2018/19.
Despite this our gender pay gap has reduced significantly this year falling from 19.2% in 2017/18 which, although higher than the national average was slightly lower than average in our sector to 12.5% in 2018/19. 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.
Although the majority of our small female workforce remains in support and administrative function the balance within our female workforce has shifted over the previous 12 months with approx. 30% now in engineering, managerial or professional grade roles. We are delighted that 30% of the 2018 intake of apprentices was female, 50% of these are in technical apprenticeships.
Bonus payments in this reporting period show an increase in the gender gap, we expect this situation to improve next year as the new female employees become eligible for bonus payments.
What are we doing to redress the balance?
In 2018 we re-vitalised the links between FLL & local schools, through this initiative we have a waiting list of potential female apprentices for 2019 intake; we have appointed STEM ambassadors from our apprentices; we have sponsored an all-female engineering team in the Jaguar Landrover 4X4 Challenge; we have offered work placements to female students in engineering disciplines; we have introduced a mature apprenticeship scheme which has secured 2 female apprentices in 2018; we exhibited at the WISE conference in 2018; we have actively worked with recruiters to attract and interview high calibre female applicants; we are reviewing our paternity, maternity and family policies.
I confirm the information published above is accurate.
Phil Hinsley, Financial Director