Regent Samsic Gender Pay Gap Report 2019

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Introduction:

Gender pay gap reporting is the annual legal requirement for large organisations. This reporting shows the balance of men and women at all levels of organisations and the effect this has on average hourly rates of pay across the organisation as a whole.

As an employer of over 250 people, the organisation of Regent Office Care Ltd t/a Regent Samsic and JPC is required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The following report is provided by using our HR and payroll records for 2018 (i.e. April 2017 to April 2018).  We are required to publish the results on our own website and a government website.

The figures below have been calculated in line with the government regulations and show the mean and median pay gap, mean and median bonus gap.

Whist we understand our gender pay gap, we are committed to making our company a more diverse, innovation and inclusive organisation throughout the UK and across our job roles.

Our Gender Pay Gap:

Whilst looking at our data, it is worth understanding our employment mix, as we have a higher proportion of women in the lower quartile and lower paid roles in our business, i.e. cleaning. Despite the recruitment process the business has not attracted more women to work in the security industry.

Employment Mix:

We employee a higher number of women employees than men:

62% women

38% men

The gender split across the key employee group throughout our company is:

Sectors: Male Female
Management and Head Office 44% 56%
Security staff 96% 4%
Cleaning staff 35% 65%

Quartile Split:

This is split into four groups (quartiles) by hourly rate and show the balance of men and women in each group.

Quartile Male Female
Upper Quartile 52.58% 47.42%
Upper Middle 44.42% 55.58%
Lower Middle 28.21% 71.79%
Lower Quartile 28.69% 71.31%

From our 3333 staff, the results are:

Mean Pay Gap 10.14%
Median Pay Gap 6.83%
Mean Bonus gap: 59.85%
Median Bonus gap: 47.89%

Percentage of employees who receive bonus pay:

Males: 33.07%

Females: 28.54%

We understand any gender pay gap in our company is caused by:

  • The company employs a high proportion of women in our cleaning team group, this is where we employ many more staff overall. Therefore, this has a much bigger effect when we calculate the average hourly rate for women than we calculate the average hourly rate for men. Cleaning roles tend to be lower paid and are traditionally dominated by women whilst the security industry is higher paid and tends to be dominated by men. In the security industry, less women apply for positions in this particular sector.
  • The managers in senior positions as inevitably people in more senior positions receive the highest pay and bonuses. Although we are proud, we have more women in key managerial roles.
  • In the last business year, the company has had significant growth with new business, thus TUPE has had an impact on pay rates and as the sales team, which is predominately male, more bonus payments have been made.
  • Our bonus payment system is now more sophisticated and all elements for the purposes of reporting are being captured.
  • In common with many businesses across the UK, we have a higher proportion of men in our more senior, salaried roles. Male colleagues hold a higher proportion of director, senior and managerial roles in the business which accounts for the higher proportion of male employees eligible for a bonus.

What next?

As a company, we look to improve our gender pay performance as well as help build a more equal, diverse and inclusive place to work and industry.

We are committed to:

  • encouraging women into different sectors of our workplace and endeavouring to make every role within our business attractive to as many people as possible;
  • opening further opportunities in relation to training and development enabling employees to build a career with us and upskill themselves within the industry we serve. We offer all staff the opportunity to develop their careers, via internal training and development, and apprenticeships.
  • appointing the best candidate for the post from the widest talent pool available to us. We ensure our recruitment suppliers, where so employed, understand our requirements for diversity in candidates presented for interview.
  • enabling us, where appropriate to offer flexible working hereby enabling family- and dependant- friendly employment terms;
  • Carry out further internal research to further develop our strategy and policies as addressing any imbalance is important for success for our employees, new talent and company.

I confirm that the information and data provided is accurate and in line with mandatory requirements.

Jonathan King – CEO