Gender Pay Gap Report
MAINETTI (UK) LIMITED 2017 to 2018 gender pay gap data
Mainetti’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. 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 and the relative number of males in senior positions. This increases the average pay for our male employees.
|Difference in mean hourly rate of pay||17.9%|
|Difference in median hourly rate of pay||6.2%|
|Difference in mean bonus pay||92.5%|
|Difference in median bonus pay||85.6%|
|Percentage of employees who received bonus pay||3.6%||1.6%|
|Employees by pay quartile||Male||Female|
|Upper middle quartile||49.8%||50.2%|
|Lower middle quartile||50.0%||50.0%|
Pay data is for UK employees from the snapshot date that includes the pay period including 5th April 2018, as specified by UK regulations. There were 345 relevant employees and 340 full pay relevant employees included in the calculations.
Confirmed as accurate by James Hutchison, Managing Director – April 2019.