Added: 04 April 2018
From 2017, the UK Government has stipulated any organisation with 250 employees or more must report on its gender pay gap. To comply with this, TrustFord has published information on our website and reported our data to the government. This report provides an overview of our current position in respect of gender pay gap.
TrustFord and TrustFirstParts pay on average 14.38% more to men than women. This difference is largely the result of our current gender split across higher paid roles in the companies (i.e. we currently have more men in higher earning senior roles). We are committed to closing our gender pay gap and have a proactive strategy to increase the number of women in the organisation using many incentives including the 30% club which commits to having 30% of women in senior roles by 2030.
|
Reporting Requirement |
Percentage |
Narrative |
|
Mean Gender Pay Gap in Hourly Pay |
14.38% |
This is the difference in average hourly pay between men and women. Currently, men are paid 14.38% more than women. This gap is the result of our current gender split across the higher paid roles in TrustFord, e.g. we have more men in higher earning senior roles |
|
Median Gender Pay Gap in Hourly Pay |
10.18% |
This is the difference in the middle points of hourly pay for men and women. Currently, men are paid 10.18% more than women. This gap is the result of our current gender split across the higher paid roles in TrustFord, e.g. we have more men in higher earning senior roles. |
|
Mean Bonus Gender Pay Gap |
42.10% |
This is the difference in average bonus pay between men and women. Currently, men are paid 42.10% more in bonuses than women. This gap is the result of our current gender split across the roles that include a bonus as part of their reward package (e.g. salesperson). |
|
Median Bonus Gender Pay Gap |
25.87% |
This is the difference in the middle points of men and women bonus earnings. Thus men paid 25.87% more in bonuses than women. This is representative based on the proportion of men being in roles that attract a bonus and women being in roles that do not e.g more women in administrative roles such as sales admin. |
|
Proportion of Men and Women receiving a bonus |
Percentage of Men |
Percentage of Women |
Narrative |
|
Total percentage of colleagues |
77.46% |
55.45% |
This is the percentage of men and women receiving a bonus. This is again representative based on the proportion of men and women being in roles that attract a bonus. e.g more male sales execs and technicians |
|
Quartiles |
Men |
Women |
Narrative |
|
Upper Quartile |
84.86% |
15.14% |
Upper Quartile is 100% of grade 5 and above. |
|
Upper Middle Quartile |
77.68% |
22.32% |
Upper middle is 100% of grade 6 and 32% of grade 7. |
|
Lower Middle Quartile |
62.67% |
37.73% |
Lower middle is 51% of grade 7. |
|
Lower Quartile |
76.24% |
23.76% |
Lower quartile is 17% of grade 7 and 100% of grade 8’. |