Gender Pay Gap Report
Tuffnells Parcels Express Limited is required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This report relates to the period ending 5th April 2021.
The figures we have reported are similar to the 2020 figures with a negative mean pay gap of -2.85%, demonstrating that women received a higher mean (average) pay than men and a median pay gap of 11.71%. This can be explained due to the types of roles within Tuffnells. We have a larger number of men within our front-line operational roles, whilst women have a greater representation in business support roles such as customer service and sales where the pay and bonus tends to be higher.
We operate a standardised pay rate structure across our roles to ensure that all team members, regardless of gender, are paid fairly and equally for the job they do.
A key focus within our HR strategy is building a Tuffnells culture that supports inclusion, wellbeing, performance and recognition. We wish to provide great opportunities for women in all areas of our business to begin to change the historic imbalance found across the male dominated transport and logistics industry.
We believe we need to focus on our front-line operations and something we will be working on is apprenticeship programmes within our warehouses.
- mean gender hourly pay gap of -2.85%
- median gender hourly pay gap of 11.71%
- mean gender bonus pay gap of -125.12%
- median gender bonus pay gap of -173.99%
- The proportion of male employees receiving a bonus is 6.05%
- The proportion of female employees receiving a bonus is 9.86%
Pay quartiles by gender
This table shows our workforce divided into four equal-sized groups based on hourly pay rate. Band A includes the lowest-paid 25% of employees (the lower quartile) and band D covers the highest-paid 25% (the upper quartile).
|Band||Males||Females||What is included in this band?|
|A||85.44%||14.56%||All employees whose standard hourly rate is within the lower quartile|
|B||91.0%||9.0%||All employees whose standard hourly rate is more than the lower quartile but the same or less than the median|
|C||95.8%||4.2%||All employees whose standard hourly rate is more than the median but the same or less than the upper quartile|
|D||87.53%||12.47%||All employees whose standard hourly rate is within the upper quartile|
|The figures in this table have been calculated using the standard methods used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.|
Our completed initiatives for 2021:
- We recommunicated our Flexible Working Policy and reviewed our working patterns to enable part time and flexible working
- Reviewed and recommunicated our maternity and paternity policies
- Reviewed our pay and benefits packages
Our action plan for 2022:
- carry out regular pay and benefits audits;
- Review gender monitoring to find any barriers to gender equality
- Hold focus groups linked to our International Women’s Day action plans to understand potential gender bias
I, Chris Tresadern, Chief Executive Officer, confirm that the information in this statement is accurate.
4 April 2022
You can view Tuffnells' previous Gender Pay Gap Report here.