Gender Pay Gap Reporting 2017

Meadowhall is an Equal Opportunity employer. To help ensure that we make the best possible use of our people who make Meadowhall successful, we are committed to providing equality of opportunity and treatment in all aspects of employment for every member of staff and for all potential new recruits.
 
Gender pay reporting legislation requires employers with 250 or more employees to publish statutory calculations every year showing how large the pay gap is between their male and female employees (legislated under The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017).
 
According to the Office of National Statistics, the UK overall gender pay gap stood at 18.1% in 2016.
 
The below figures are based on the statutory calculations for the “snapshot date” of the 5th April 2017 between Males and Females:
The figures above indicate that whilst the overall gender pay gap is below the ONS UK average, we must continue to commit towards closing the gap and progressing towards a more balanced distribution of male and female employees across the pay quartiles.
 
Whilst Meadowhall is confident that both male and female employees are paid equally for equivalent work, this analysis has highlighted that our pay gap is driven largely by two factors; the number of male employees in higher-paid or more senior positions and the number of part time employees within Meadowhall, which are largely occupied by women.
 
Bonus Pay
 
Meadowhall awards its team members an annual bonus every December; the amounts for which are based upon the individuals job role, level of absenteeism, salary, length of service and performance during the previous twelve months.
 
Proportion of Team Members receiving a Bonus
 

 
The graphic above indicates a difference of 10% between the numbers of male relevant employees who receive bonus payments compared to the number of female relevant employees who receive a bonus payment. However, this is based on the “relevant employee” defined by the legislation which is based upon employees still employed as of the “snapshot date”. If we applied the same calculations to those employed during the December pay period, we would reach a figure of 92.5% of male employees and 85.2% of female employees (who received a bonus). This equates to a drop of 2.7%, to a 7.3% differential.
 
Nevertheless, Meadowhall acknowledges the importance of continually assessing the bonus pay process and structure in order to address the gap, through actively means-testing the fairness of policies and procedures.
Meadowhall recognises the need to reduce the gender pay gap and continue to strive towards being an inclusive employer. We’ve outlined a number of actions to achieve this:
 
• Re-assess recruitment vacancy advertisements and job requirements to determine their suitability in attracting prospective female applicants.
• Pursuing flexible working hours and arrangements to benefit all employees.
• Adopting new recruitment strategies, such as networking and career events, to attract a better representation of females within currently under represented departments and positions.
• Utilising our performance management procedure to identify training & development opportunities for female employees, in order to ensure continuous professional development and to inspire female employees to seek promotion and career-furthering opportunities.
• Liaising with employee bodies such as the Family Circle Committee to provide all team members with an understanding of the pay gap, and empowering employee representatives with the platform to help improve it.
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