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Equal Pay & Gender Pay Gap

Adnams remains committed to the principles of equal pay for all our employees.

Equal Pay Statement and Gender Pay Gap 2019

Adnams remains committed to the principles of equal pay for all our employees. We operate a fair job evaluation scheme to measure the relative value of all roles within our business that is consistent and transparent. We ensure there is no gender bias in our pay and remuneration systems and understand that equal pay between males and females is a moral obligation and a legal right in accordance with the Equality Act 2010.

We are committed to conducting regular pay audits and pay reviews and taking swift and specific action to address any inequality should it be highlighted.

The information we are required by legislation to publish is detailed below. Average male pay is currently higher than average female pay.

Mean Pay Gap                         16.5%  

Median Pay Gap                       7%

Mean Bonus Pay Gap               93.5%

Median Bonus Pay Gap            52.5%

Males receiving Bonus Pay       9%

Females receiving Bonus Pay   9%

 

Quartile Distribution     Male/Female

Lower Quartile                          47/53

Lower Middle Quartile              45/55

Upper Middle Quartile              66/34

Upper Quartile                          57/43

Total Population                       54/46

Pay Gap

We have seen a very small reduction in our Mean Pay Gap and a much larger reduction in the Median Pay Gap with a drop from 11% to 7%.

 

Bonus Pay Gap

9% of our employees received a bonus payment. The Mean Bonus Gap figure is distorted by one significant bonus paid to one male employee. If this figure is removed the gap reduces significantly. These bonuses are traditionally paid to employees within our sales teams and this has been predominantly male in previous years. The diversity within this team has improved significantly and is now 40% female so our expectation is to see a much smaller gap in future years

 

Quartile Distribution

Adnams have successfully facilitated the progression of female employees internally and ensures there are no barriers to female candidates being appointed into senior roles. There is a strong pipeline of female talent within the region and within our business and we still believe this will  have a positive impact on future quartile distribution figures. Our Talent Management Strategies ensure potential is identified and developed at all levels and across all business areas regardless of gender. Our approach to flexible working continues to ensure that opportunities are available for all based on aptitude and ability.