For full functionality on this website it is necessary for a browser that supports JavaScript to be used. Please upgrade to browser that supports JavaScript to use all the features of this website.

Click here to find out more

This website uses cookies. We use cookies to give you the best experience. If you continue using our website, we will assume that you are happy to receive all cookies on this website. Cookie Policy

The Gender Pay Gap 2018

Introduction

Legislation came into force in April 2017 which requires UK employers with more than 250 employees to publish gender pay and bonus gaps. As a business we are fully supportive of this and encourage it to ensure gender equality throughout the UK.

We believe strongly in equality and being an equal pay for equal work employer.  

We are incredibly proud of the 1150 employees within the H&T family and recognise that they are our most important asset. H&T constantly work to attract, engage and retain our people. We strongly support all our colleagues to succeed in the business and provide equal opportunities to all.

In our 2018 Employee Engagement Survey, 93% agreed that H&T treat employees fairly.

73% of our employees are female, and we are confident that we pay according to role not gender.

 

Gender Pay Calculations

The gender pay gap reporting regulations ensure that all organisations calculate their gender pay gap in a consistent way. They also make it clear how data is presented. Calculations are based on a snapshot date of 5 April 2018 and are the percentages that men are paid more than women.

 

PAY / HOURLY RATE

Mean Gender Pay Gap

Median Gender Pay Gap

The mean average adds all of the values within a range

and divides by the total number of values.

The median average is the middle of a range of numbers

that are ordered from smallest to largest.

26%

12.7%

 

BONUS PAY

Mean Gender Bonus Pay Gap

Median Gender Bonus Pay Gap

As with calculating the mean pay gap using bonus payments received in the 12 months up to the snapshot date as opposed to ordinary pay.

As with calculating the median pay gap using bonus payments received in the 12 months up to the snapshot date as opposed to ordinary pay.

69.4%

41.8%

 

Proportion of men and women receiving a bonus:

Male

Female

78.2%

84%

 

 

Pay Quartiles:

Pay quartiles are calculated by arranging all or our employees pay in order, lowest to highest and then splitting the arrangement into four equal quarters.

QUARTILES

 

Male %

Female %

Lower

22.9

77.1

Lower Middle

20.2

79.8

Upper Middle

24.7

75.3

Upper

39.1

60.9

 

Moving Forward

We are committed to reducing and closing any gaps and are now examining pay in far greater detail. When we examine the data across the quartiles compared to the last report there is a marked improvement in the lower quartiles. We recognise that there is more of a challenge at senior levels and we are creating an action plan to ensure this is addressed.

Declaration

I can confirm that all data reported is accurate and in accordance with the Equality Act 2010 (Gender Pay Information) Regulations 2017.

John Nichols

CEO

April 2019