Gender pay gap is the difference between the average pay of men and women across the UK Company. As a Company with more than 250 employees, we fall within the requirements stipulated by the Gender Pay Gap reporting regulations. All figures have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
The data had to be collected on the 5th April 2018. Due to the business transfer of PANalytical Ltd to Malvern Instruments Ltd under TUPE on 4th January 2018, this report represents UK employees from former PANalytical Ltd which the previous report did not include. The new Company name is Malvern Panalytical Ltd.
Our Gender Pay Gap Numbers
Chart 1 shows that males are paid, on average, an hourly rate which is 10.48% higher than females. This gap has reduced from last year by over 2%.
The median hourly rate gap is higher, with males being paid an hourly median rate 16.13% higher than females. This figure has increased since last year for several reasons. Although the merging of the two companies has had a global impact, the 2018 gender pay gap figures also reflect the impact of the merger directly in the UK. Restructuring and external recruitment at a Senior Management level has predominantly involved males which has resulted in the median pay gap widening. Our strategic approach to recruit ‘key talent’ into the Company has led to us having to pay above market rate to attract talented professionals, which again has impacted our median pay gap data.
A large proportion (76%) of UK PANalytical employees were male compared to female and uphold more professionally-qualified roles within the organisation. This is another reason for the increased median figures from last year.
The proportion of male and female employees within the UK has remained consistent between 2017 and 2018.
|2018 Bonus pay|
The differences in both mean and median bonus pay has decreased significantly last year. This is because we are consistent in providing the same terms and conditions for all our UK employees, and we reward performance-related pay irrespective of whether the employee is male or female.
Throughout 2018, 94.34% of all females received a bonus payment, and 91.7% of males received a bonus payment. There is a reduction in the percentage of males receiving a bonus due to an increase in headcount for the UK from PANalytical employees, who were predominantly male and were not eligible for a bonus.
Although the median shows -4.9%, this is in fact a positive figure, as it shows that the bonus midpoint value for females is in fact higher than for males.
These figures are achieved by splitting the workforce into 4 pay bands, called quartiles.
The charts show the proportion of female and male employees who fall into each of the quartile pay bands.
While the quartile data has remained fairly constant from last year, it is positive to see the percentage of women has increased in the upper quartile this year.
In the UK in general, more males hold Manufacturing and Engineering roles.
How we are working to achieve a better balance
- We recognise that Engineering and Manufacturing are male dominated industries. Our VP for Research and Development is a woman which gives our female students and Apprentices a role model to aspire to, as well as demonstrating our commitment to Senior Female Board members.
- We are an active member of Women’s Engineering Society (WES), where we have 15 individual memberships for our female employees. This gives them access to events, newsletters and attendance at the WES AGM.
- We have an active group of STEM Ambassadors at the Company who volunteer their time in and outside of work time to promote STEM subjects to young learners. We will focus to endeavour that we have at least one female Year in Industry student, one female Summer Student and one female Apprentice for each intake.
- We continue to promote our Flexible Working Policy to all employees, which includes part time working and flexi-time to help parents achieve the work life balance they aspire to, as well as feeling supported throughout their career. We provide support for employees prior to, during and after maternity and parental leave to ensure they are fully prepared to return to work and continue their learning and development at the Company.
- One area we can aim to improve on is to have a more balanced gender shortlist for recruitment, to ensure a fair and inclusive interview process. We will continue to do this through training and awareness in 2019 through our Global Recruitment Manager.
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