Gender Pay Gap Report

The McCurrach Gender Pay Gap Report 2020

 

Message from Jill Ross, CEO McCurrach UK

 

At McCurrach we believe that diversity and an inclusive culture supports growth and helps us outperform the market.  Our gender pay gap is 6.89% which is well below the UK average of 15.5% but we still have work to do. Our data has shown us that we need to focus more on the gender balance of our work force and we are committed to examining our data in more detail to help shape our future approach to recruitment, retention and progression within our organisation.  

The pandemic has shown us that flexibility works and we believe this is critical to our D&I agenda.  As such we have taken the opportunity to evolve our Smart Working approach and move to a hybrid working model which we hope will support our Diversity & Inclusion Framework.

 

What is the Gender Pay Gap?

 

The Gender Pay Gap is not just one measure; there are in fact 6 measures that companies are required to publish annually:

  1. Mean Gender Pay Gap
  2. Median Gender Pay Gap
  3. Mean Gender Bonus Gap
  4. Median Gender Bonus Gap
  5. Proportion of male and female employees receiving a bonus
  6. The gender split of male and female employees in each pay quartile

 

 

Our Gender Pay Gap Headlines

 

HOURLY PAY

The mean pay variance is the difference between the average hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.

The median pay variance is the difference between the midpoint in the ranges of hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.

- Mean Pay 6.89%
- Median Pay 9.15%

 

BONUS PAY

The mean bonus pay variance is the difference in average bonus pay that male and female employees receive.

The median bonus pay variance is the difference between the midpoint in the ranges of bonus pay that male and female employees receive.

- Mean Bonus -7.11%
- Median Bonus 24.93%

 

PERCENTAGE OF EMPLOYEES RECEIVING A BONUS

Proportion of male and female employees who were paid bonus pay during the year to 5th April 2019

- 59% of men received a bonus
- 41% of women received a bonus

The proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands.

 

QUARTILE RANGES

 

FEMALE

MALE

LOWER

59%

41%

LOWER MIDDLE

49%

51%

UPPER MIDDLE

37%

63%

UPPER

38%

62%

 

Our Commitments

I’m delighted that we are launching a Diversity & Inclusion Framework in April 2019 which includes a Taskforce led by a member of our Executive Board with key representation across the business.

The 3 focus areas are

Diversity: We aim to reflect diversity in our communities in all divisions at all levels of the McCurrach Group.

Inclusion: We aim to create and embed an inclusive environment that values differences and allows our people to be their whole self at work.

Culture: We want to ensure that D&I is core to the McCurrach culture, and we hold ourselves accountable for delivering inclusion and diversity goals and objectives.

We believe this level of focus and commitment will ensure a positive impact on our wider gender representation in the longer term.

Jill Ross
CEO
McCurrach UK

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