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Gender Pay Statement

Gender Pay Statement

Gender Pay Statement – pay and bonus gap for all UK employees

Introduction

As the largest waste management and facilities services company in the UK, we provide a range of specialist services to 90,000 customers in 300,000 locations. We’re leaders in driving innovation and change in our industry, and that starts with employing the best people. 

We do all we can to provide development opportunities, access to career paths and flexible working patterns so we continue to attract the people who will continue to make our business successful now and in the future.

Our goal is to ensure that we are not bound by the traditional constraints that prevent the people we need from joining our business. By widening access to opportunities for example, by focusing on initiatives such as strengths-based recruitment and our apprenticeship scheme, we are confident that we will attract a better balance of male and female employees throughout our business and that our gender pay gap, will reduce still further.

Our statement shows figures for the snapshot date of 05 April 2017:

We are reporting 3 sets of figures: 

  1. phs Group – our entire group
  2. phs Group excluding phs Compliance
  3. phs Compliance – phs Compliance is part of phs Group but operates as a separate trading entity with more than 250 employees.

 

 1phs Group

  • The mean gender pay gap for phs Group was 5.3%.
  • This means that on average, throughout our organisation, women earned 5.3% less than men.
  • The median gender pay gap for phs Group was -6.3%.
  • This means that at the mid salary point, women earned 6.3% more than men.
  • The mean gender bonus gap for phs Group was -19.7%.
  • This means that on average, the bonus we paid women was 7% higher than the bonus we paid to men.
  • The median gender bonus gap for phs Group was -18.5%.
  • This means that at the mid bonus payment point, the bonus we paid women was 5% higher than that we paid to men.
  • The proportion of male employees in phs Group who received a bonus was 82.5% and the proportion of female employees who received a bonus was 80.6%.

Pay quartiles by gender – phs Group

Band

Men

Women

Description

A

70.4%

29.6%

Includes all employees whose hourly rate falls within the highest pay quartile

B

67.6%

32.4%

Includes all employees whose hourly rate places them in the second highest pay quartile

C

82.9%

17.1%

Includes all employees whose hourly rate places them in the third highest pay quartile

D

65.4%

34.6%

Includes all employees whose hourly rate places them in the lowest pay quartile

2. phs (excluding phs Compliance)

  • The mean gender pay gap for phs was 2.4%.
  • This means that on average, throughout phs, women earned 2.4% less than men.
  • The median gender pay gap for phs was -9%.
  • This means that at the mid salary point, women earned 9% more than men.
  • This means that on average, the bonus we paid women was 5% higher than the bonus we paid to men.
  •  The mean gender bonus gap for phs was -36.5%.
  • The median gender bonus gap for phs was -39.4%.
  • This means that at the mid bonus payment point, the bonus we paid women was 4% higher than that we paid to men.
  • The proportion of male employees in phs who received a bonus was 84.8% and the proportion of female employees who received a bonus was 85.2%.

Pay quartiles by gender – phs (excluding phs Compliance)

Band

Men

Women

Description

A

60.9%

39.1%

Includes all employees whose hourly rate falls within the highest pay quartile

B

68.4%

31.6%

Includes all employees whose hourly rate places them in the second highest pay quartile

C

82.1%

17.9%

Includes all employees whose hourly rate places them in the third highest pay quartile

D

63.4%

36.6%

Includes all employees whose hourly rate places them in the lowest pay quartile

 

3. phs Compliance

  • The mean gender pay gap for phs Compliance was 17.8%.
  • This means that on average, throughout phs Compliance, women earned 17.8% less than men.
  • The median gender pay gap for phs Compliance was 28.7%.
  • This means that at the mid salary point, women earned 28.7% less than men.
  • The mean gender bonus gap for phs Compliance was 5%.
  • This means that on average, the bonus we paid women was 5% lower than the bonus we paid to men.
  • The median gender bonus gap for phs Compliance was 6%.
  • This means that at the mid bonus payment point, the bonus we paid women was 6% lower than that we paid to men.
  • The proportion of male employees in phs Compliance who received a bonus was 73% and the proportion of female employees who received a bonus was 21.5%.

Pay quartiles by gender – phs Compliance*

Band

Men

Women

Description

A

94.0%

6.0%

Includes all employees whose hourly rate falls within the highest pay quartile

B

98.0%

2.0%

Includes all employees whose hourly rate places them in the second highest pay quartile

C

83.2%

16.8%

Includes all employees whose hourly rate places them in the third highest pay quartile

D

77.5%

22.5%

Includes all employees whose hourly rate places them in the lowest pay quartile

 

The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

*phs Compliance is part of phs Group but operates as a separate trading entity with more than 250 employees. Gender pay gap figures are therefore reported both separately and as part of phs Group.

The reasons for our gender pay gap

We are committed to providing equal opportunities and equal treatment for all employees, regardless of gender, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity/paternity, sexual orientation or disability.

We have a clear policy of paying employees equally for the same or equivalent work. We make sure that this happens by carrying out pay and benefits audits at regular intervals, providing regular equal pay training for all managers and other staff members who are involved in pay reviews and by evaluating job roles and pay grades as necessary, to ensure a fair structure.

This helps us to be confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work. Our gender pay gap is explained by the different roles that women and men work in within our organisation and the different salaries that roles in these different sectors attract.

In the UK as a whole, men are more likely than women to be in senior roles (especially very senior roles at the top of organisations). 

It is still also the case that women are more likely than men to have had breaks from work that have affected their career progression, for example to bring up children. They are also more likely to work part time to manage childcare, and many of the jobs that are available across the UK on a part-time basis are relatively low paid.

The UK pattern is reflected in the make-up of our own workforce but our policies, such as shared parental leave, are helping to make it easier for those who want to change their own personal circumstances to do so.

The table depicting pay quartiles by gender shows our workforce divided into four equal-sized groups based on hourly pay rates. Band D includes the lowest-paid 25% of employees (the lower quartile) and Band A covers the highest-paid 25% (the upper quartile).

I, Emma Holtam, Group HR Director, confirm that the information in this statement is accurate.

29th March 2018

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