Marlowe Fire & Security’s 2023 pay gap report, complies with the UK government’s guidance to all UK employers (with over 250 employees), to report the difference between the average pay of men and women. An equal pay gap is men and women being paid differently for jobs of equal value.
Marlowe Fire & Security has a long term and sustained commitment to providing opportunities and development in all aspects of its operation, and as such, the approach to reviewing the gender pay gap is no different.
| Mean gender pay gap | 24.1% |
| Median gender pay gap | 26.7% |
| Mean gender bonus pay gap | 52.2% |
| Median gender bonus pay gap | 45.3% |
| Proportion of males receiving a bonus | 61.8% |
| Proportion of females receiving a bonus | 44.6% |
| MALE | FEMALE | |
|---|---|---|
| Lower quartile | 59% | 41% |
| Lower middle quartile | 80% | 20% |
| Upper middle quartile | 92% | 8% |
| Upper quartile | 89% | 11% |
Understanding the Gap
The analysis of the above figures demonstrates that our gender pay gap arises mainly due to our female employees holding fewer upper / upper middle quartile roles than men. These upper / upper middle quartile positions reflect progression through to senior roles for technical, engineering labour which constitutes over 60% of our total workforce in line with industry averages.
Individuals within technical and engineering roles are also generally entitled to financial reward based on performance against KPIs. When reviewing non-operational positions our pay gap significantly reduces.
The 5th April 2023 snapshot analysis continues to recognises the hourly rate calculation proportionately for annual and quarterly bonuses within the pay period. To this end, in the 2023 data, the mean bonus pay values have been affected by an exceptional bonus paid to a male Company Director in this period. This reflects a 5-year incremental bonus payment made following achievement of defined performance criteria.
In addition, the hourly rate recognises those employees who are in receipt of a car allowance as part of their benefits package. It is worth noting, the business offers a company car alternative for those eligible who do not wish to take a car allowance; therefore, this has skewed the rate of pay calculation by taking this into consideration.
Our Commitment
As a business we have already recognised the industry’s gender bias and we are actively addressing the Gap this bias produces, through implementing various key initiatives in 2024 including:
• Further steps to ensure that our recruitment process continue without bias, we have specialist internal recruiters dedicated to ensuring fair and equitable recruitment practices.
• Our continuous development discussions (our VIP meetings) continue to incentivise and recognise top performers in their field irrelevant of gender.
• Our work environment is attractive to all genders.
• Company benefits and remuneration packages recognise the requirements of all genders including the recent legislative changes in flexible working and paternity leave.
The industry in which we operate, and the largely field-based service and engineering teams that make up the majority of our workforce are made up of more men than women. The talent pool from which we recruit, with the required technical skills to work for our business, is populated by significantly more men than women.
We continue to take initiatives to attract more women to our company and would encourage our industry bodies and competitors to do the same.
Protecting Tomorrow
At Marlowe Fire & Security we believe in developing a culture of inclusivity and are committed to providing opportunities for everyone to develop and succeed.
In 2021 we launched our Protecting Tomorrow ESG strategy, outlining our commitment to customers, colleagues and the wider community to conduct our business in a sustainable and socially responsible way. Through this strategy Marlowe Fire & Security will continue to build on the extensive work that has already been done with regards to equality, diversity and inclusion.
As our business continues to grow it will more important than ever that we attract the best talent available in the industry and retain our existing employees by providing personal and professional development and exciting career growth opportunities.
Over the past twelve months we have exceeded our growth targets and secured many new major customers, as well as retaining existing loyal customers. In turn this has led to the further growth of our highly skilled engineering teams and it has been pleasing to see us attracting female members in technical and field roles.
Through embracing our Protecting Tomorrow Strategy and Code of Ethics Policy all our employees can be confident in our the Company ensuring inclusivity for all Team Members.
Marlowe Fire & Security will continue to review its gender pay gap to provide all our Employees and Stakeholders with an improved understanding and insight into the various factors which contribute to this complex issue, as well as evidence to support new initiatives to improve its gender balance over the long term.
Robert Flinn
Chief Executive