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GENDER PAY GAP

Date Posted | 29/03/2018

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We are an employer required by Law to carry out Gender Pay Reporting 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; it will not involve publishing individual employees data.

We are required to publish the results on our own website and a government website. We will do this within one calendar year of April 5th

We can use these results to assess:

  • the levels of gender equality in our workplace
  • the balance of male and female employees at different levels
  • how effectively talent is being maximised and rewarded.

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.

Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records.

See below the relevant data / calculations: 

  • Average gender pay gap as a mean average (0%)
  • Average gender pay gap as a median average (0%)
  • Average bonus gender pay gap as a mean average (N/A)
  • Average bonus gender pay gap as a median average (N/A)
  • Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment (N/A)
  • Proportion of males and females when divided into four groups ordered from lowest to highest pay (N/A)
  • Lower Quartile – 76% Men / 24% Women
  • Lower Middle Quartile – 77% Men / 23% Women 
  • Upper Middle Quartile – 77% Men / 23% Women
  • Upper Quartile – 81% Men / 19% Women 

MANAGING DIRECTOR STATEMENT

Our results provide a positive approach concerning Gender Pay Gap. We are fully committed in ensuring that Male and Female personnel receive equal rights where gender pay is concerned.

I can confirm that the information provided is true and accurate.

James Wise

Managing Director