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The Gender Pay Gap is the average hourly earnings of men and women. Under the Equality Act 2010, the UK Government has introduced a new reporting regulation where companies with over 250 employees are required to publish their gender pay gap annually from April 2017.
Here at Asendia we ensure our employees are treated equally and we are committed to create a gender balanced workforce. The calculations below are based on 262 employees - 126 males and 136 females, (50 employees less than 2017 due to the closure of the Kempston site) and we can confirm that these reflect the regulation and are accurate as of April 2018.
| Year | Male Average | Female Average | Gap | |
| 2017 | £21.02 | £15.00 | £6.02 | 28.64% |
| 2018 | £18.87 | £14.41 | £4.46 | 24% |
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| Year | Male Median | Female Median | Gap | |
| 2017 | £9.68 | £9.64 | £0.04 | 0.41% |
| 2018 | £9.34 | £8.72 | £0.62 | 7% |
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| Year | Male Average | Female Average | Gap | |
| 2017 | £2,223 | £5,400 | £3177 | 41% |
| 2018 | £1,660.43 | £1,416.69 | £243.74 | 14.7% |
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| Year | Male Average | Female Average | Gap | |
| 2017 | £3,000 | £3,200 | £200 | 14% |
| 2018 | £3,149 | £4,288 | £1,139 | 36.2% |
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| Year | Males receiving bonus | Females receiving bonus | Gap | |
| 2017 | 26% | 18% | 8% | |
| 2018 | 24% | 20% | 4% | |
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| 312 Employees | Quartile | Proportion of Males | Proportion of females | Gap | ||
| Group 4 | 2017 | 1 - 78 | 29 | 48 | 19 | F |
| 2018 | 1 - 65 | 21 | 44 | 23 | F | |
| Group 3 | 2017 | 79 - 156 | 38 | 39 | 1 | F |
| 2018 | 66 - 131 | 37 | 30 | 7 | M | |
| Group 2 | 2017 | 157 - 234 | 37 | 40 | 3 | F |
| 2018 | 132 - 197 | 30 | 36 | 6 | F | |
| Group 1 | 2017 | 235 - 312 | 47 | 31 | 16 | M |
| 2018 | 198 - 262 | 38 | 26 | 12 | M | |
Looking at the above result, there have been some improvements, along with some points to take into consideration next year.
To summarise:
5% improvement in average mean pay
7% negative change in median pay
Closer gap between male and female mean bonus payment
Improvement in median bonus payment
4% more females received a bonus in 2018 compared to 2017
In general we can take into account that the majority of senior level staff are males which affects the average pay gap, and the sales team are mainly females which affects the bonus pay gap. We are working towards maintaining a balanced gender pay gap and are making the changes required to continuously improve.
