GES EMEA Policy Documents

GES Gender Pay Gap Report

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GES Gender pay gap reporting Page 2 of 3 April 4 th 2019 GENDER PAY GAP REPORTING GES Limited is committed to realising the potential of its people. GES is focused on making its people the best they can be by developing knowledge, skills and behaviours to perform their roles with a focus on the future needs of its business and its people. From 2017, the UK government has introduced a requirement for all employees with 250 or more employees to publish and report specific figures about their gender, this is the second report for GES. The gender pay gap measures the difference between mens' and womens' average earnings and is expressed as the % of the difference between average womens' and mens' pay. We have compared the hourly pay to the national statistics general pay gap, therefore, a lower percentage figure means a lower difference. How does GES compare: GROUP MEDIAN GENDER PAY GAP (%) MEAN GENDER PAY GAP (%) GES 14.7 22.8 National Statistics (ASHE 2018) 17.9; All employees 17.10; All employees This grid shows gender distribution at GES in four pay quartiles. Band A is more evenly split. We notice that there is a higher percentage in the pay quartiles, B, D and D which is explained below see*. BAND MALES FEMALES DESCRIPTION A 43.6% 56.3% Includes all employees whose standard hourly rate places them at or below the lower quartile B 66.4% 33.5% Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median C 65.7% 34.2% Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile D 77.3% 22.6% Includes all employees whose standard hourly rate places them above the upper quartile GES's bonus data below reflects the higher number of men operating at the executive and senior management levels who receive a bonus relating to their performance, where the scale of the bonus is greater.

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