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Gender Pay Gap Report

Gender Pay Gap Report Introduction

Steamer Trading Ltd is a family-run company and had successfully grown from a single small shop in Alfriston to 42 shops across England and Wales in just over 25 years. Paying people fairly is a fundamental part of our business. Under the governments gender pay gap regulations, employers with over 250 employees are required to report their gender pay gap. For the purpose of this report ‘the company’ refers to Steamer Trading Ltd. The ‘sample date’ for the company is the 5th April 2017.

 

Background

At the date of the sample data, the company breakdown of Male & Female employees is as follows –

 


gender gap

 

 

The company employs 151 men and 323 women at the time of the sample date, therefore 68% of the workforce is female and 32% of the workforce is male.

The gender pay gap measures the difference in average remuneration for men and women regardless of their role across the company.

 

The Numbers

Median Pay Gap – 0% Mean Pay Gap – 21% Median Bonus Pay Gap – 0% Mean Bonus Pay Gap – 1.8%

Proportion of Males Receiving a Bonus Payment – 80% Proportion of Females Receiving a Bonus Payment – 93.5%

 

 

Understanding this Report & The Calculations

The government requires us to report on the following calculations –

 

Median Pay Gap – This is a listing of all the men and women working at the company listed in a report at the requested sample date and use the middle figure in each list to then generate a % gender gap.

 

Mean Pay Gap – This is the total pay of men and women divided by the total number of men and women employed by the company at the requested sample date to then generate a % gender gap.

 

Median Bonus Pay Gap – This is a listing of all the men and women working at the company listed in a report who receive a bonus within the 12-month requested sample. The middle figure in each list it taken to then generate a % gender gap.

 

Mean Bonus Pay Gap – This is the total bonus paid to men and women within the 12 month requested sample period divided by the number of men and women receiving a bonus for the given period to then generate a % gender gap.

 

Proportion of Males & Females Receiving a Bonus Payment – The number of male and female employees within the 12 month requested sample period who receive a bonus.

 

Proportion of Males & Females in Each Quartile Band – The breakdown of male and female employees within each pay quartile. (N.B – gender distribution for matching rates is split evenly across the quartiles)

 

Pay Quartiles

Females represent a higher % of the workforce within all pay quartiles. 57% of females are within the upper pay quartile. The company pays the same hourly rate for many roles within the lower and lower middle quartiles, many of these positions are occupied by female employees; evident in our overall company breakdown of female employees (68%) to male employees (32%). The upper middle quartile is evenly balanced at 46% male and 54% female.

gender gap

Bonus Payments

The company offers bonus payments to all of our store colleagues. The slight difference in the mean bonus payment is due to senior male colleagues earning a higher bonus.

 

Narrative

At Steamer Trading Cookshop, we're all about our people. Lots of roles within the Company are filled by members of staff who progress within the business. Colleagues might have started working for us in one of our shops before moving on to a career in other areas such as head office, finance and sales. The company employs a higher percentage of women than men and this is evident within our pay quartiles, our upper pay quartile is 57% in favour of women; which demonstrates our commitment to the progression of our female employees.

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