Gender Pay Gap Data
This is Marlowe Fire & Security’s second gender pay gap report, in line with the government’s requirements for organisations with over 250 employees.
A gender pay gap represents the difference in the average earnings between men and women. An equal pay gap, is men and women being paid differently for jobs of equal value.
Marlowe Fire & Security has a long term and sustained commitment to providing opportunities and development in all aspects of its operation, and as such, the approach to reviewing the gender pay gap is no different.
Percentage of Employees at April 2018
286 / 67
Mean and Median Statistics
Mean (average) hourly pay gap 15.8%
Median (middle) hourly pay gap 18.4%
Mean (average) bonus gap 58.7%
Median (middle) bonus gap 69.1%
Understanding the Gap
The analysis of the above figures demonstrates that our gender pay gap as at April 2018 arises mainly due to our female employees holding fewer upper / upper middle quartile roles than men. These upper / upper middle quartile positions reflect our technical, engineering labour which constitutes over 60% of our total workforce in line with industry averages.
These individuals are also generally entitled to financial reward based on performance against KPIs. When reviewing, non operational positions our pay gap significantly reduces.
As a business we have already recognised the industries gender bias and are actively addressing the Gap this bias produces, through implementing various key initiatives in the coming year including:
- Steps to ensure that our recruitment process continues without bias.
- Our Appraisal scheme continues to incentivise and recognise top performers in their field irrelevant of gender.
- Our work environment is attractive to all genders.
- Company benefits and remuneration packages recognise the requirements of all genders.
The industry in which we operate, and the largely field-based service and engineering teams that make up the majority of our workforce are made up of more men than women. The talent pool from which we recruit, with the required technical skills to work for our business, is populated by significantly more men than women.
We continue to take initiatives to attract more women to our company and would encourage our industry bodies and competitors to do the same.
At Marlowe Fire & Security we believe in developing a culture of inclusivity and are committed to providing opportunities for everyone to develop and succeed.
Over the last twelve months Marlowe Fire & Security has built on the extensive work that is already delivered with regards to equality, diversity and inclusion, identifying initiatives where we can use our voice and influence to further contribute to lasting social and cultural change.
In the field, the sustained growth and development of our Engineer Team, including a growing number of female employees, has continued, with success throughout the financial year, securing new and retaining many national and regional customers.
As part of our Journey to Success we commit to ensuring inclusivity for all Team Members, Customers and Supply Chain Partners.
Marlowe Fire & Security will continue to review its gender pay gap to provide all our Employees and Stakeholders with an improved understanding and insight into the various factors which contribute to this complex issue, as well as evidence to support new initiatives to improve its gender balance over the long term.