Our responsible business commitment to ensure fair pay, reward and recognition for all our employees.
We will ensure our executive salaries are reasonable and justifiable. Aiming to reduce the gender pay gap year-on-year.
Desired impact – To achieve our vision to be the company people want to be supplied by and want to work for, we will have an engaged and motivated workforce.
How have we performed?
We are a living wage employer and regularly check our compliance. Understanding pay differentials across our company, the reasoning and impact is important to us and we engage with our Staff Council bi-annually with this data. External benchmarking of pay and benefits across our industry, region and competitors for skills and experience is undertaken in a planned approach across our diverse workforce.
As part of the People Plan, during 2021/22, we will continue to develop our measures and reporting on diversity and inclusion within the organisation.
The Gender Pay Gap report for 2020/21 demonstrated an improvement with a mean hourly rate of 22.5 per cent, a drop from 25 per cent in 2020.
The percentage of women in senior roles has improved from 24 per cent to 27 per cent and we are encouraging greater diversity in each recruitment opportunity through our dedicated Resourcing Manager.
The Diversity and Inclusion strategy commences work in May 2021 and we are on track to develop our statistics and indicators accordingly and will report on these here in future years.
Our annual financial report now includes our CEO pay ratios which was calculated as at 31 March 2021 being a median pay ratio of 13:1. More detail is included in our annual report.
Impact of Covid-19
There has been no impact of Covid-19 on this programme of work.