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 2020, and the below data summarises our position at that time:

  • mean gender pay gap of -2.91%
  • median gender pay gap of 17.51%
  • mean gender bonus gap of 0%
  • median gender bonus gap of 0%
  • The proportion of male employees receiving a bonus is 0%
  • The proportion of female employees receiving a bonus is 0%

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 77.5% 22.5% All employees whose standard hourly rate is within the lower quartile
B 95.3% 4.7% All employees whose standard hourly rate is more than the lower quartile but the same or less than the median
C 96.4% 3.6% All employees whose standard hourly rate is more than the median but the same or less than the upper quartile
D 89.4% 10.6% 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.

Why do we have a gender pay gap?

Legally, men and women must receive equal pay for:

  • the same or broadly similar work;
  • work rated as equivalent under a job evaluation scheme; or
  • work of equal value.

We are committed to equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We evaluate job roles and pay grades to ensure fairness.

We are confident that our gender pay gap is not because we pay men and women differently for the same or equivalent work. Instead, our gender pay gap is because men and women work in different roles and those roles have different salaries.

What are we doing to address our gender pay gap?

We are committed to take suitable steps to reduce the gap.

Our action plans include:

  • Re-communicating our Flexible Working Policy;
  • Enabling our roles to be flexible in terms of part time shift patterns;
  • Reviewing our maternity and paternity policies;
  • carry out regular pay and benefits audits; and
  • reviewing gender monitoring to find any barriers to gender equality, which will include:
    • the number of men and women applying for jobs, and being recruited;
    • the number of men and women applying for and receiving promotions;
    • the number of men and women leaving our organisation, and their reasons for leaving;
    • the number of men and women in each role and pay band;
    • the number of men and women working flexibly, and their level within our organisation;
    • the number of men and women who return to their original job after maternity or other parental leave; and
    • the number of men and women still working a year after they took maternity or other parental leave.

I, Chris Tresadern, Chief Executive Officer, confirm that the information in this statement is accurate.

Signed

 

1 October 2021