Gender Pay Gap Report
MAINETTI (UK) LIMITED 2019 TO 2020 GENDER PAY GAP DATAMainetti’s philosophy is to fairly compensate all employees for their contributions to the Company, with a focus on pay market data, relevant experience and performance when setting compensation rates. Staff, both male and female, who do the same work are paid the same wage.
Due to the COVID-19 pandemic we had a large number of staff on furlough or who had voluntarily accepted to work fewer hours for less pay. This included us asking staff to voluntarily accept some unpaid leave time to support the business through the pandemic lock down period. This resulted in having only 27 full pay relevant staff out of 252 relevant employees in the snapshot period and this has skewed the reported data below enormously.
Our gender pay gap is influenced by the salaries and gender demographics of our engineering and logistics staff who are predominantly male and their higher salaries relative to other roles. There are also more males in senior positions although steps are being taken to address this. This increases the average pay for our male employees.
|Difference in mean hourly rate of pay||0.9%|
|Difference in median hourly rate of pay||0.0%|
|Difference in mean bonus pay||92.2%|
|Difference in median bonus pay||82.6%|
|Percentage of employees who received bonus pay||4.9%||5.6%|
|Employees by pay quartile||Male||Female|
|Upper middle quartile||71.4%||28.6%|
|Lower middle quartile||85.7%||14.3%|
Pay data is for UK employees from the snapshot date that includes the pay period including 5th April 2020 as specified by UK regulations. There were 252 relevant employees and 27 full pay relevant employees included in the calculations.
Confirmed as accurate by James Hutchison, Managing Director – October 2021