Employee Communication: Gender Pay Gap Reporting

6 March 2018

As a resolute equal-opportunities UK employer, we publish in this report our Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out six calculations which show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employees’ data. We are required to publish the results on our own website and a government website.

We can use these results to assess:
• the levels of gender equality in our workplace
• the balance of male and female employees at different levels
• how effectively talent is being maximised and rewarded

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.

As an equal-opportunities employer, we aim to eradicate discrimination and to constantly improve working conditions, employee support and equality in the workplace. Our equality policy has remained clear since Paneltex’s beginnings and we always aim to foster a supportive, egalitarian culture throughout the business. An important part of the Paneltex ethos is to maintain and further develop a working atmosphere and group identity in which we all feel supported, productive and safe. Without equality in the workplace, this would not be possible and we therefore continue to address equal opportunities, rewards and encouragement, consistently and without discrimination.

Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records. All employees can confirm and update their records if they choose to by contacting HR.

Mean Gender Pay Gap

-3.8%

Median Gender Pay Gap

2.5%

Mean Bonus Gender Pay Gap

25.8%

Median Bonus Gender Pay Gap

-17.6%

Men

Women

People receiving Bonus Pay

91.4%

95.2%

People in each Quartile Band:
Lower Quartile

89.7%

10.3%

Lower Middle Quartile

94.9%

5.1%

Upper Middle Quartile

97.4%

2.6%

Upper Quartile

91.1%

8.9%

You can learn more about Gender Pay Reporting by visiting:        www.acas.org.uk/genderpay