Parkhouse Gender Pay Gap Reporting
Parkhouse presents its Gender Pay Gap report in line with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. The legislation requires company entities employing more than 250 people to publish information about their gender pay and bonus gaps.
Parkhouse fully supports the regulations in increasing transparency regarding gender pay across our business and the wider industry.
To comply with the Gender Pay Gap reporting requirements, Parkhouse have conducted an analysis of the Gender Pay Gap by relevant legal entity. At the time of the snap shot on 5th April 2018, Parkhouse is required to report under the regulations.
Since April 2018, there has been further growth within the Parkhouse, in both the Parkhouse and PGUK legal entities and operating businesses, which will be reflected in our Gender Pay Gap reporting in 2020.
For UK the calculations for the six different measures for 2018 are:
- The mean gender pay gap for hourly pay is 11.08%.
- The median gender pay gap in hourly pay is 13.10%.
- The mean gender bonus gap as a % of males pay is 35%.
- The median gender bonus gap as a % of males pay is 25.23%.
- The proportion of male employees in UK who received a bonus is 34.37%, and the proportion of female employees who received a bonus is 29.63%.
- Proportion of males and females in each quartile pay band
| Female % | Male % | |
|---|---|---|
| Quartile 1 | 21% | 79% |
| Quartile 2 | 17% | 83% |
| Quartile 3 | 44% | 56% |
| Quartile 4 | 29% | 71% |
For London the calculations for the six different measures for 2018 are:
- The mean gender pay gap for hourly pay is 31.89%.
- The median gender pay gap in hourly pay is 37.24%.
- The mean gender bonus gap as a % of males pay is 86.8%.
- The median gender bonus gap as a % of males pay is -0.24%.
- The proportion of male employees in Parkhouse London who received a bonus is 8.76%, and the proportion of female employees who received a bonus is 7.02%
- Proportion of males and females in each quartile pay band
| Female % | Male % | |
|---|---|---|
| Quartile 1 | 20% | 80% |
| Quartile 2 | 25% | 75% |
| Quartile 3 | 37% | 63% |
| Quartile 4 | 71% | 29% |
For Nottingham the calculations for the six different measures for 2018 are:
- The mean gender pay gap for hourly pay is 29.89%.
- The median gender pay gap in hourly pay is 29.66%.
- The mean gender bonus gap as a % of males pay is 92%.
- The median gender bonus gap as a % of males pay is 90.1%.
- The proportion of male employees in Nottingham who received a bonus is 5.1%, and the proportion of female employees who received a bonus is 2.1%.
- Proportion of males and females in each quartile pay band
| Female % | Male % | |
|---|---|---|
| Quartile 1 | 7% | 93% |
| Quartile 2 | 15% | 85% |
| Quartile 3 | 15% | 85% |
| Quartile 4 | 53% | 47% |
Overall Summary and Weighted Gender Pay Gap calculations:
| By Legal Entity | UK | London | Nottingham | Overall |
|---|---|---|---|---|
| Mean gender pay gap | 11.08% | 31.89% | 29.89% | 23.16% |
| Median gender pay gap | 13.10% | 37.24% | 29.66% | 26.29% |
| Proportion of Males that receive bonus | 34.37% | 8.76% | 5.1% | 18.54% |
| Proportion of Females that receive bonus | 29.63% | 7.02% | 2.1% | 15.40% |
| Mean gender gap in bonus | 35% | 86.8% | 92.0% | 66.66% |
| Median gender gap in bonus | 25.23% | -0.2% | 90.1% | 24.17% |
What are the underlying causes of the Gender Pay Gap?
According to the ONS Report on Gender Pay Gap in the UK: 2018, the overall national gender pay gap is 17.9%. As a combined business encompassing all three relevant legal entities, our overall Gender Pay Gap is 23.16%, which is above the national average.
The Parkhouse business is diverse and operates across various sectors and industries. Employee roles include operational print and production, office functions and strategic commercial management. A large proportion of our employees work in operational roles in print and production.
Traditionally, the industry has been predominately male dominated due to the manual nature of some roles. Overall, our gender breakdown within the business is 69% male and 31% female. Moreover, there are significantly more males in senior roles, which naturally carry higher salaries.
The nature of how our business has grown also has an impact on our pay gap. Parkhouse has grown largely by acquisition in recent years, resulting in a mixed economy of employment terms and conditions under TUPE legislation. This is particularly prevalent where some business units have contractual bonuses paid on an annual basis, which are reflected in the reporting.
This is the reason for our overall Gender Pay Gap falling above the national average, and something we are continually striving to address and reduce.
What is Parkhouse doing to address the Gender Pay Gap?
Parkhouse is committed to the principle of equal opportunities and equal treatment for all employees, regardless of gender or any other characteristic. Our employment strategy is gender neutral, as such we hire and promote based on merit. Parkhouse evaluates job roles and pay grades as necessary to ensure a fair structure.
Parkhouse is committed to addressing the underlying causes of the Gender Pay Gap and acknowledges that unconscious bias exists which contributes to the overall Gender Pay Gap. Often, senior leaders hire and promote employees they can relate to, coach, mentor and envision as future leaders through succession planning. If there is an imbalance at a senior level, this can result in an inherent tendency towards an imbalance the hiring and promotion processes.
In order to raise awareness of and address unconscious bias within our business, we are committed to training managers, particularly hiring managers in the principles of unconscious bias. As a business we have implemented and continue to insist on a gender-neutral approach to all recruitment, selection and promotion.
Parkhouse are committed to the principle of data informing us of trends and enabling effective decision making. Therefore, it is our intention to monitor and review the below metrics on an annual basis to improve our transparency and identify areas for action
- Recruitment: Number of male and female candidates that apply for each role
- Shortlisting: Number of male and female candidates shortlisted for each role
- Selection: Proportion of male and female candidates selected to fill vacancies
- Promotion: Proportion of males and females successful in achieving internal promotions
- Resignation: Proportion of males and females resigning from their role
- Resignation: Length of service and age of males and females at resignation from role
In 2017/2018, Parkhouse engaged in a period of change and integration following significant acquisitive growth, which has continued thus far in 2019. Throughout the coming year we will continue to work on aligning our employee offer across the businesses to ensure we can attract and retain the best calibre of employees, both male and female under one Parkhouse offering.
Parkhouse acknowledges that there are significant challenges in the industries which we operate in, particularly concerning the industrial nature of our business. As we continue to invest in learning, development and training programmes for employees, we anticipate that the Gender Pay Gap will be narrowed in the long term as more female employees are recruited, developed, retained and promoted within the business.
Parkhouse is committed to reporting annually on the Gender Pay Gap and implementing the measures as above to ensure continuous improvement on our figures and maintenance of our reputation as an employer of choice.