As an employer with more than 250 employees, we are required to publish our gender pay gap data annually and report on the results under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation. We are required to publish the results on our own website and a government website by the 5th April each calendar year. We have highlighted the six metrics below which are required by the legislation.
Employers should set out the six key metrics that are necessary under the rules on gender pay gap reports. These are:
The difference in the mean pay of full-pay men and women – 5.92%
The difference in the median pay of full-pay men and women – 4.97%
The difference in mean bonus pay of men and women – 5.89%
The difference in median bonus pay of men and women – 4.93%
The proportion of men and women who received bonus pay; and
The proportion of full-pay men and women in each of four quartile pay bands.
The statement should also confirm that the figures have been reached using the mechanisms that are set out in the gender pay gap reporting legislation.
|Employees by pay quartile - upper||69.75%||30.25%|
|Employees by pay quartile - middle||60.51%||36.49%|
|Employees by pay quartile – lower middle||47.91%||52.09%|
|Employees by pay quartile – lower||45.95%||54.05%|
SmartWork.com Ltd employees UK tax-based contractors. Each employee has a full overarching employment contract with associated benefits such as Statutory Sick Pay, Maternity/Paternity and Holiday Pay. Each employee is paid basic National Living Wage plus a bonus which is equal to the contractors hourly or daily rate for their services. As a result of this, our figures will not provide an accurate reflection of what the government are trying to achieve through Gender Pay reporting.
Higher rates of pay are generally paid to contractors as they are providing niche skills and may only be required at the client site for a short period of time, for example, 3 – 6 months. Therefore the contractor may only work part of the year while looking for a new assignment. SmartWork does not negotiate the hourly or daily rate for each employee as the contractor will engage with a recruitment agency that in turn as a relationship with the end client. Between the two parties, an agreed rate will be decided based on the current market conditions for the skills.
SmartWork takes reasonable steps to obtain comparator information for all employees under the Agency Workers Regulations. We request for information for all workers to allow us to meet our obligation under the AWR. Our comparator questionnaire asks for information in the key areas covered in the regulation to ensure that we can undertake a full comparison. This information is required to enable us to ensure that the individual receives correct equal treatment as if he/she had been recruited directly as required by the AWR, and thus to adequately comply with our own obligations.