GUEST MOTORS LTD
GENDER PAY GAP REPORT 2022
All data included within this report is based on a snapshot date of 5th April 2022.
Under the Government’s Gender Pay Gap regulations, all UK companies with 250 or more employees need to publish their GPD statistics on an annual basis. The reason for these statistics is to understand the true extent of the differences of average hourly earnings between men and women; this is not to be confused with unequal pay which relates to male and female pay in terms of similar work or work of equal value.
The commercial vehicle sector is still a predominantly male industry, on the above date the company’s workforce was made up of 82% males and 18% females, which has remained the same when reviewing last year’s figures. Guest Motors Limited still have a significantly higher percentage of male employees over females; the reason for this male dominated workforce is that past education and training opportunities have all been directed at males through HGV apprentices. With the majority of our service managers progressing from apprenticeships to senior management and through analysing the below statistics Guest Motors Limited are confident that any identified gap is related to the gender figures rather than pay differences between males and females in similar job roles.
Gender Pay Gap Information
Pay Differences
| 2017 | 2018 | 2019 | 2020 | 2021 | 2022 | |
| Hourly Mean Pay Gap | 23.9% | 28.7% | 22.1% | 33.7% | 24.4% | 29.1% |
| Hourly Median Pay Gap | 15.6% | 20.8% | 15.7% | 15.1% | 21.5% | 20.5% |
| Mean Bonus Payment Gap | 76.1% | 73.8% | 74.2% | 90.5% | 71.6% | 81.4% |
| Median Bonus Payment Gap | 71.6% | 59.5% | 54.0% | 85.1% | -112.3% | 41.9% |
Proportion of male and female employees receiving bonuses
| 2017 | 2018 | 2019 | 2020 | 2021 | 2022 | |
| Male Employees | 69.2% | 58.3% | 42.1% | 41.1% | 41.1% | 48.2% |
| Female Employees | 58.7% | 47.2% | 30.6% | 30.6% | 25.6% | 39.5% |
Pay Percentage Distribution
| 2017 | 2018 | 2019 | 2020 | 2021 | 2022 | |||||||
| Male % | Female % | Male % | Female % | Male % | Female % | Male % | Female % | Male % | Female % | Male % | Female % | |
| Lower Quartile | 85.9% | 14.1% | 80.5% | 19.5% | 83.1% | 16.9% | 77.9% | 22.1% | 74.6% | 25.4% | 77.0% | 23.0% |
| Lower Middle Quartile | 70.0% | 30.0% | 69.7% | 30.3% | 70.4% | 29.6% | 73.5% | 26.5% | 81.4% | 18.6% | 71.7% | 28.3% |
| Upper Middle Quartile | 87.3% | 12.7% | 87.0% | 13.0% | 85.9% | 14.1% | 83.8% | 16.2% | 91.5% | 8.5% | 91.7% | 8.3% |
| Upper Quartile | 91.5% | 8.5% | 93.3% | 6.7% | 91.5% | 8.5% | 92.8% | 7.2% | 86.0% | 14.0% | 88.5% | 11.5% |
I, Richard Barron, Financial Director, confirm that the information in this report is accurate.
Signed
Date
22/03/2023