SPIE UK Gender Pay Gap Reporting
Under legislation all employers with 250+ employees must now report on statutory calculation showing the size of their GPG.
The GPG gives a snapshot of the gender balance within an organisation and it measures the difference between the average earnings of all male and female employees. This is different to equal pay which is about ensuring that men and women are paid the same for carrying out the same work.
What is Gender Pay Gap (GPG) reporting?
Under legislation all employers with 250+ employees must now report on statutory calculation showing the size of their GPG.
The GPG gives a snapshot of the gender balance within an organisation and it measures the difference between the average earnings of all male and female employees. This is different to equal pay which is about ensuring that men and women are paid the same for carrying out the same work.
We must report on 6 specific calculations, namely;
- Average gender pay gap as a mean average
- Average gender pay gap as a median average
- Average bonus gender pay gap as a mean average
- Average bonus gender pay gap median average
- Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
- Show the proportion of males and females within each pay quartile by dividing into 4 groups ordered from lowest to highest pay
In addition to this the GPG reporting specifies the date on which the information is to be captured – which is known as the snapshot date (5th April).
In calculating the above Ordinary Pay includes basic pay, allowances, pay for piecework, shift pay.
Bonus includes profit share, productivity, performance, incentives, commission, client bonus
All of the above pay must be comparable, so everything is converted into an hourly rate again using specific calculations as supplied under the GPG regulations.
The Results:
1. Mean pay difference between Male and Female employees = 34.36%
2. Median pay difference between Male and Female employees = 41.77%
3. Mean Bonus difference between Male and Female employees = 28.70%
4. Median Bonus difference between Male and Female employees = 70.53%
5. Bonus proportion shows 13.23% of Males as receiving a bonus versus 4.16% of females
Gender Split by Pay Band
Pay Band A
- 338 Females & 83 Males
- Band A is made up of 421 employees who are the lowest paid within SPIE.
- This band has a maximum hourly rate of £10.46 p/h,and has the highest number of females compared to other bands.
- The jobs roles within the band include Cleaners on NMW
Pay Band B
- 154 Females & 267 Males
- Band B is made up of 421 employees who are the second lowest paid within SPIE.
- This band has a maximum hourly rate of £14.45p/h,and has the second highest number of females compared to other bands.
Pay Band C
- 86 Females & 333 Males
- Band C is made up of 419 employees who are the second highest paid within SPIE.
- This band has a maximum hourly rate of £19.88 p/h
- This band has 20.5% Females and 79.5% Males
Pay Band D
- 69 Females & 357 Males
- Band C is made up of 426 employees who are the highest paid within SPIE.
- This band has a minimum hourly rate of £19.89 p/h
- This band has 16.2% Females and 83.8% Males
Understanding SPIE UK’s GPG
SPIE UK’s GPG is based on the snapshot date of 5 April 2022 with a total population in scope of 1,731 employees split between 647 females and 1,040 males. A population where 38% is Female. It is worthwhile to note that there has been a slight reduction in headcount within SPIE UK in comparison to 2021.
At the time of the snapshot data, 45 employees were excluded from the mean and median calculations due to furlough and absence related reasons.
The potential to earn bonus for SPIE in 2021 was also impacted due to various external factors, and the total earnings of bonus reduced by circa 20%.
SPIE UK operates in an Industry that has typically male dominated activities such as engineering, construction, facilities maintenance and installation and so we will see male dominance in all the quartiles and also at the higher salary end hence the reason for the GPG being as it is. Many females join the Company in Admin and Advisory capacities where the salary progression may not be as frequent as that attained in Operational roles. There will be, of course, other external factors such as attractiveness of the industry to women and the benefits they may deem as important at odds with what is currently on offer. However, we are satisfied that where we employ males and females at the same level; they are rewarded similarly.
What are we doing to close SPIE Ltd’s GPG?
We remain committed to supporting ‘So SPIE Ladies’ forum with regular workshops to stimulate debate on subjects such as stereotyping, what can be done to attract more females into the industry and other key topics.
The So’SPIE Ladies network champions diversity within SPIE and works to ensure that all employees feel welcome, respected, and represented. We know that inclusion drives better individual, business, and organisational outcomes.
1. Celebrating International Women’s Day by organising a variety of activities for staff to get involved in including an interactive quiz. We were invited by Victoria McLean, Founder and CEO of City CV to join her webinar where she discussed “Sorry Not Sorry, Why Women Apologise Too Much! And we also invited staff to view a pre-recorded video by key management who discussed their career and the importance of International Women’s Day.
2. Celebrated International Women in Engineering Day by shining the light on some of our own rising female stars across the business.
3. SPIE recognises the importance of having a diverse workforce and actively seeks to foster gender equality. In 2020, key managerial positions were made up of only 16% of women, with just 7.7% in the UK. By 2025, SPIE aims to increase this by 25% compared to 2020.
4. On the back of the ‘So SPIE Ladies’ forum we continue to encourage female inclusion in the SPIE UK Mentoring programme. 15 female employees went through this programme during 2022.
5. We are actively highlighting our internal talent through the SPIE CEDRE process to promote the development of women in our industry.
6. We also introduced enhanced maternity and paternity leave for our employees, effective from 2022.
7. We have now fully rolled out our new Agile Working Policy, creating a more flexible working environment that helps promote a better work-life balance for all employees
More to do
Whilst the above areas go some way to help raise the profile of females within SPIE UK there is still some way to go to encourage a wider representation across all our disciplines and especially in the Operational and Engineering fields.
Focus areas:
1. How do we attract more females to SPIE? The challenge here continues and SPIE would like to empower females to shape the Company culture through ‘So SPIE Ladies’ and other working groups. At a SPIE Group level, we are looking to increase our percentage of women in senior management positions from 16% (December 2020) to 20% by 2025. This represents a 25% increase.
2. Flexibility: Flexibility in benefit provision is still an area that is being developed. Agile working has been rolled out and embedded within SPIE UK. However, we are exploring other initiatives in this area that may be attractive to females and help to retain our existing females such as better promotion of shared parental leave.
3. Career Development: We actively manage all our employees who aspire to develop into more senior roles. Talents are being highlighted through the SPIE CEDRE process to promote the development of women in our industry.