Under new legislation that came into force in April 2017, each separate legal entity that has at least 250 Employees is required to publish its gender pay gap.
We therefore welcome the opportunity to report Swift Fire & Security’s Gender Pay Gap statistics.
The table below shows our overall median and mean gender pay and bonus gap based on hourly rates of pay as at the snapshot date of 5 April 2017 and bonuses paid in the year to 5 April 2017.
Understanding the gap
The analysis of the above figures demonstrates that our gender pay gap as at April 2017 arises mainly due to our female employees holding fewer upper / upper middle quartile roles than men.
These upper / upper middle quartile positions reflect our technical, engineering labour which constitutes over 60% of our total workforce in line with industry averages. These individuals are also generally entitled to financial reward based on performance against KPIs.
When reviewing, non operational positions our pay gap significantly reduces, as indicated by our recent attendance and nomination in “The Woman in Security Awards in September 2017”.
As a business we have already recognised the industries gender bias and are actively addressing the Gap this bias produces, through implementing various key initiatives in the coming year including:
- Steps to ensure that our recruitment process continues without bias
- Our Appraisal scheme continues 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
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.