ResQ is committed to being an employer of choice and promotes equality and diversity throughout the business.We strive to eliminate any gender bias in our reward structures and believe that equal pay is morally the right thing to do. We conduct regular pay reviews and take specific action to address any inequality.
ResQ is delighted to report on the gender pay gap and legislation, which requires us to report annually in line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This report covers both of our Legal entities across our two sites, Hull and Seaham.
Below is the data for the snapshot date of 5th April 2018:
Mean and Median Pay Gap
Both sites have a mean gender pay gap below the national average of 14.3%. The above table also shows that there has been improvements on 2017 with the mean gap reducing. This is a result of having more females in management roles than the prior reporting period. The median h as improved in Hull (for the same reason). More male employees holding managerial roles explains the gap, however the vast majority of employees work in the same type of role as call centre agents and receive equal pay.
Mean and Median Bonus Pay Gap
There still exists a bonus pay gap (although this has improved in Hull), a higher proportion of male employees being individually more successful on specific, lucrative, business sales campaigns helps to explain the gap.
Proportion of Employees receiving bonus
There has been little variation in the bonus percentages since 2017 in Hull. This is due to the centralised support functions that have a higher proportion of female employees. Support functions are purely salaried and commission payments do not form part of their remuneration. There has been a significant shift in Seaham’s balance. This is a result of the site having a more stable workforce and an increased number of the population are eligible for a bonus.
The difference in quartiles follows a similar pattern as described before with male employees generally holding a higher number of senior roles as well as receiving higher bonus sums. There has been an improvement in Quartiles 3 and 4 with more females entering management roles.
ResQ is satisfied that its gender pay gap does not stem from paying men and women differently for the same work. Employees working on inbound and outbound sales have the same basic rate of pay and bonus earning opportunities (80% of overall employee numbers).
ResQ’s gender pay gap compares favorably across the UK economy. However, we continue to take steps to review our recruitment policies, equal opportunities policies and succession planning / career development processes as we endeavor to close the gap further over time.
ResQ is committed to reporting on an annual basis on what it is doing to reduce the gender pay gap and the progress thereof.
I can confirm that the data in this report is accurate.