Westland presents its Gender Pay Gap Report in the UK for 2022. The Company is committed to ensuring that it complies with its obligations under the Gender Pay Gap Reporting Legislation (2017).
The Company has undertaken a Gender pay assessment for those employed by the business on 5th April 2022 in the UK (excluding NI) and its findings are detailed in this report.
To help explain the data, it is important to understand that in common with the manufacturing industry our workforce is predominantly male. At the 5th April 2022 snapshot date, our workforce was 74% male and 26% female.
Mean and median gender pay gap using hourly pay
Although there is a gap, we can confirm that men and women are paid equally for doing equivalent jobs with equivalent experience.
We are encouraged that our gender pay gap continues to remain significantly below the national average of 14.9% as outlined in the 2022 Office for National Statistics. Westland remains focused on building an inclusive and diverse workplace where everyone can succeed so that we can exceed employee and customer expectations.
Mean and median gender pay gap using bonus pay
When looked at in terms of cash amounts rather than percentages, the mean average difference is £1,795 per annum and the median average difference is £1,300 per annum. All bonuses are based on targets and targets are the same for all eligible employees regardless of gender.
Proportion of men and women who received a bonus
The above bonus data is primarily driven by having more men than women working in our factories/warehouses where they receive production related bonuses such as attendance bonus.
Percentage of men and women in each hourly pay quarter
All of the pay quartiles show higher percentages of men to women in accordance with the higher ratio of males to females employed.
|Upper Pay Quarter||76.5%||23.5%|
|Upper Middle Pay Quarter||77.4%||22.6%|
|Lower Middle Pay Quarter||84.4%||15.6%|
|Lower Pay Quarter||57.4%||42.6%|
We are encouraged that our gender pay gap results for this year continue to be consistently below the averages across UK companies and we remain focused on building an inclusive and diverse workplace where everyone can succeed so that we can exceed employee and customer expectations.
However, we must also recognise that our gender pay gap has increased slightly in this reporting period, up from 6.4% in 2021 to 8.8% in 2022. We are confident that our gender pay gap results are driven by the manufacturing industry being male dominated and not due to any equal pay issues along with fluctuations in the labour market which were extremely challenging in the reporting period.
We are committed to our employees and ensuring opportunities are available to everyone, as well as investing in our future talent to ensure we hire the right people for the job. We already have a number of policies and processes in place to aid work life-balance for parents, equal opportunities and training and development opportunities, and we will continue to review and update these as required.
We recognise that in the manufacturing industry we all face the challenge of reducing the gender pay gap and at Westland we are committed to driving this change.
are for all Employees today
- Encourage development and promotion opportunities to employees of both genders;
- Carry out periodic pay and benefit reviews to ensure that male and female employees are equally rewarded in the same positions;
- Having carried out a review of our succession planning within the business we will continue to ensure females are considered for opportunities;
- Continually review our flexible working arrangements to allow both genders to remain in the workplace and support a work life balance.
are for all employees tomorrow
- Monitor our recruitment processes to safeguard against any potential bias as far as is possible;
- Consider ways to broaden our recruitment opportunities including apprenticeships;
- Work with universities and schools to raise awareness of opportunities for everyone in our industry.
I confirm that the gender pay calculations are accurate and meet the requirements of the Equality Act 2010 (Gender Pay Gap information) Regulations 2017.