Gender Gap Reporting iForce Ltd.
A message from John Boyd, iForce HR Director
iForce welcome the new Government legislation where companies are encouraged to review their Gender Pay Gap and take action in an effort to eliminate it.
Mean and Median Pay Gap
iForce's gender split has been improving year on year, with around 35% representation of female employees in January 2018. This is a positive trend, which can also be seen in the number of management roles being undertaken by female employees. However, with the majority of the management roles still being filled by male employees, the mean pay of women and men still shows a gap of above 19%. Having said that, iForce are pleased that the gap is much narrower than the reported industry average of 38%. We are aware that there is still a lot of work ahead of us to improve the gender pay gap. However, our results definitely show that we are going in the right direction. We can see that the mean pay gap is related to the number of women in managerial roles because there is only a small median gender pay gap in our organisation. This means that with the majority of our employee being colleagues (around 75%), the pay gap is placed higher up in the hierarchy of the organisation.
iForce Pay Band Quartile Split
The identified matter of female employees being unrepresented in the higher levels of the organisation is illustrated well by the quartile split, which shows fewer women in the upper quartiles. iForce pride themselves in a robust and fair recruitment and promotion process. However, the market has struggled to provide female candidates for management roles. Female candidates for the role of tier 3 (Shift Manager) and above represent 1 in 20 on average. Also over 65% of the employees being men, internal promotion will naturally see more male employees coming up through the ranks. Hence, iForce will look into positive action to promote the company as female friendly place to work and develop one’s career.
There is no gender gap at iForce in reference to the median bonus pay. This is yet another symptom of the fact that majority of the employees are colleagues and lower level management whose pay and bonuses are largely the same in each gender. The 84.10% mean bonus payment gap seen for 2016-2017 is largely due the fact that men numbers prevail significantly amongst senior management and leadership level.
In terms of proportions of men and women who have received a bonus in 2016-2017, the split has shown a 3% difference between men and women; where just over 21% of women and 24% of men received a bonus.