GENDER PAY REPORT
This is our fourth year of publishing our gender pay gap which is defined as the difference between average hourly earnings (excluding overtime) of men and women as a proportion of average hourly earnings (excluding overtime) of men’s earnings. The Company demographics are largely unchanged and we continue to reflect the engineering sector and Materials Handling industry as a whole, which consists of significantly more males than females.
Our gender pay gap results should be considered in the context of this distribution as the predominance of males to females has a significant influence on our overall gender pay gaps.
KEY FINDINGS: GENDER PAY GAPS
Briggs’ overall median gender pay gap decreased slightly to 18% which is marginally higher than the Office of National Statistics (ONS) estimated national average of 15.5% among all employees (ONS Provisional data 2020).
The composition of our business – with more males in technical and senior roles – means our average male salary (median and mean) is higher than our average female salary. We have a significantly higher proportion of females in more administrative roles. However, we are pleased to have demonstrated a reducing trend in the gender pay gap over the 4 years of reporting.
The biggest differentials in gender distribution are in the top three quartile bands. This is due to the workforce demographics of over 70% of the employee population being engineering and technical roles that are held predominantly by males and these roles receive higher rates of pay to recognise the skills and experience required to complete the role.
During the 4 years of reporting, Briggs Equipment has acquired smaller, regional businesses that are comprised of more males and this is especially true in all the senior roles in the businesses we have acquired. The reducing trend of the gender pay gap has been impacted by this change in employee demographics due to the acquisition of new Group businesses.
KEY FINDINGS: BONUS PAY GAPS
In 2020 we distributed a bonus with all eligible employees receiving an equal sum for the successful achievement of collective business objectives. Over 93% of all employees received this bonus to acknowledge the role they played in supporting the growth of the business.
All performance-related bonus plans within the Company are subject to clearly documented principles and targets to ensure fairness and transparency in terms of how they are operated.
WHAT ARE THE FACTORS AFFECTING SOME OF THE PAY DIFFERENCE?
Briggs Equipment is committed to paying all employees equally regardless of gender or any other differentiating characteristic.
We acknowledge reducing the gender pay gap takes time and remain committed to the objectives we have previously reported to take actions to support our approach to employee diversity, equality and inclusion.
OBJECTIVE 1: TO EMBED AN EQUALITY AND DIVERSITY STRATEGY.
Develop further our candidate attraction strategies that promote diversity and equality in Briggs to ensure that the widest possible pool of candidates is encouraged to apply for available roles with a focus on those in under-represented groups.
- Review candidate attraction strategies to encourage applications from those in under-represented groups.
- Attracting more candidates by ensuring all job adverts have gender neutral language
- Using more female and people from diverse backgrounds in internal communications to demonstrate visible role models
- We will continue to review how we can support different ways of working including alternative working hours and remote workers which has been highlighted through the work completed during the pandemic.
- Continued Wellbeing promotions including our cash benefit healthcare scheme, gym membership deals, financial (including pension) and mental health support.
OBJECTIVE 2: PROACTIVE LEARNING AND DEVELOPMENT INITIATIVES TO DELIVER INCREASED OPPORTUNITIES FOR ALL.
Deliver appropriate learning and development to ensure that a pipeline of suitably experienced and capable candidates is available for consideration for promotion into more senior roles with a focus on those in under-represented groups.
- Further develop access to mentoring, training and development opportunities to encourage and promote progression into more senior roles.
- Development of career development pathways, including for lower-paid groups to encourage individual career development.
OBJECTIVE 3: TO IMPLEMENT EFFECTIVE HR SYSTEMS TO MONITOR EQUALITY.
To implement systems and processes to ensure all staff are being remunerated fairly regardless of any potential bias.
- All roles are benchmarked using a job evaluation system to underpin all pay and reward structures and to ensure that all negotiated individual levels of pay are contained within pay grades. This also allows full transparency across the business for promotion, pay and reward processes.
- A Remuneration Committee is in place to ensure consistency is applied in the creation of all new roles and to approve pay increases outside of the annual Pay Review process.
I confirm that Briggs Equipment UK Limited is committed to the principle of gender pay equality and has prepared its 2020 gender pay gap results in line with mandatory requirements.
30 MARCH 2021