Gender Pay Gap

Opening Statement

With effect from 2017 the UK Government has issued legislation requiring all organisations with 250 employees or more to publish its Gender Pay Gap on an annual basis.

We fully support this new Government initiative and we are fully committed to reviewing, refining and improving our approach on this critical issue facing all UK businesses.

Sertec Group Limited is proud that our people are at the heart of our business, we are dedicated to harnessing the skills and the drive of all our people, both male and female and we have designed our core beliefs, company values and vision around our employees to reflect this.

We are committed in continuing to provide a workplace that values equality, diversity and inclusion, where our employee’s feel valued and secure in the role that they do. Together we will shape a brighter future and drive equality of opportunity in employment for all.

Within the Sertec Group we have 3 businesses for which the following data complies with the statutory requirements:


Sertec Alumiumium Structures

 

Difference between Men and Women
Mean
Meduim
Pay Gap
13.5%
8.1%
Bonus Gap
100%
100%
Proportion of Men and Women receiving a bonus
Gender
Percentage
Men
0.7%
Women
0%
Male 96.6%
Female 3.4%
Top quartile period
Male 88.5%
Female 11.5%
Upper middle quartile period
Male 73.6%
Female 26.4%
Lower middle quartile period
Male 82.8%
Female 17.2%
Lower quartile period

 

Sertec Group Holdings Limited

 

Difference between Men and Women
Mean
Meduim
Pay Gap
3.6%
16.4%
Bonus Gap
67%
0%
Proportion of Men and Women receiving a bonus
Gender
Percentage
Men
70.9%
Women
81.6%
Male 85.7%
Female 14.3%
Top quartile period
Male 77.8%
Female 22.2%
Upper middle quartile period
Male 85.7%
Female 14.3%
Lower middle quartile period
Male 90.3%
Female 9.7%
Lower quartile period

 

Sertec Auto Structures

 

Difference between Men and Women
Mean
Meduim
Pay Gap
20.6%
9.8%
Bonus Gap
9%
0%
Proportion of Men and Women receiving a bonus
Gender
Percentage
Men
87.4%
Women
82.4%
Male 94%
Female 6%
Top quartile period
Male 93.3%
Female 6.7%
Upper middle quartile period
Male 75.4%
Female 24.6%
Lower middle quartile period
Male 73.9%
Female 26.1%
Lower quartile period

Understanding the gap

When analysing our pay gap it is important to note this not an equal pay issue and that men and women are paid equally for doing equivalent jobs across our business.

The principle reason for the gap is due us having more men than women employed in our organisations. Furthermore, there are more men in senior and technical positions which are accompanied with higher rates of pay. This imbalance is consistent within the manufacturing sector in which we operate.

The bonus gap is higher than the pay gap because entitlement to the scheme is dependent on level of job role and we have more men in senior roles.

Next Steps

To close the gap it is apparent from the analysis we need to concentrate on our gender balance throughout the business.

We have been making positive steps to shorten the gap in 2017/2018 and aim for this to be reflected in our 2019 report, but there is always more to do. As part of our organisational strategy, Sertec Group is driving to improve all aspects of diversity. We are committed to continue to make inroads in closing our gap across all levels of our organisation.

We are managing this in a number ways which are detailed below:

How we attract our people

We continue to strive for an equal gender balance at every career entry point. Since opening our Learning Academy in 2017 we have strengthened our partnerships with local schools and colleges to promote not only our apprenticeship program but also the manufacturing sector and the opportunities available to all.

As a business we recognise that manufacturing can be viewed as a predominantly male orientated sector and the apprenticeship program is one of the ways we are making positive steps to change this perspective. We recognise our apprentices are our future of not only our business but of the manufacturing sector as a whole.

We have also redeveloped our brand image focusing on our Core Beliefs and our Company Values. Part of the recent rebranding exercise has involved positively promoting our employees, including our female employee’s in a range of roles.

Furthermore, we have evaluated our recruitment procedures to ensure they enhance our organisational strategy in closing the gap. This has involved endeavouring to have a 50/50 split in our selection wherever possible.

How we develop our people

We strongly believe in nurturing talent from within the organisation which is supported by our Learning Academy. As part of our commitment to develop our employees we have been promoting a range of training programs available to all.

Whilst we continue to make decisions on promotion and progress considered by merit, we have also reviewed our promotion processes. One of the initiatives we have developed is were possible we aim to have women on the assessment panel.

Furthermore, we have an increasing number of women in high-level positions as visible role models of women in leadership.

Sertec Group is proud to be a family-friendly organisation which is underpinned with our family-friendly policies and guidance to support not only all of our working parents, but also all family members including grandparents, brothers and sisters.

How we retain our people

We are committed to our family-friendly working culture where we support our employee’s to realise their full potential. This is further reinforced with our family-friendly policies, advice and guidance which are actively promoted within our organisation.

We celebrate our employee’s professional and personal success through our company magazine, our recognition schemes and website. Additionally, we review our benefit package annually to ensure it not only attracts new employees but retains our existing ones through a range of initiatives attractive to both genders.

However, whilst we are making positive steps we do realise that we still have a gap to close and meaningful change takes time. We are committed to closing this gap and continuing to attract, develop and retain the best talent from the UK’s diverse talent pool. As an organisation, Sertec Group, are passionate about being able to positively influence the career choices of the next generation and wholeheartedly promote the manufacturing sector in which we operate.

Grant Adams

Chief Executive Officer

Steve Moore

Group HR Director

Sertec's Women in Leadership