This report has been produced from information taken on the snapshot date of 05th April 2019.
- The mean gender pay gap for Pacifica Group is 32.1%
- The median gender pay gap for Pacifica Group is 23.8%
- The mean gender bonus gap for Pacifica Group is 77.3%
- The median gender bonus gap for Pacifica Group is 34.3%
- The proportion of male employees in Pacifica Group receiving a bonus is 51.9%
- The proportion of female employees receiving a bonus is 29%
Pay quartiles by gender
|A||52.5%||47.5%||Includes all employees whose standard hourly rate places them at or below the lower quartile|
|B||52.5%||47.5%||Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median|
|C||92.4%||7.6%||Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile|
|D||93.3%||6.7%||Includes all employees whose standard hourly rate places them above the upper quartile|
What are the underlying causes of Pacifica Group’s gender pay gap?
Under the law, 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.
Our Equal Pay
- Mean Equal Pay Gap = 32.1%
- Median Equal Pay Gap = 23.8%
Pacifica Group is committed to the principle of 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. It has a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). As such, it:
- carries out pay and benefits audits at regular intervals;
- provides regular equal pay training for all managers and other staff members who are involved in pay reviews; and
- evaluates job roles and pay grades as necessary to ensure a fair structure.
Pacifica Group’s gender pay gap does not stem from paying men and women differently for the same or equivalent work. The gap is the result of the roles men and women undertake and the salaries these roles attract.
Currently, across the UK economy, men are more likely than women to be in senior roles, notably in ‘C-suite’ positions, while women more commonly to take up roles at the front-line of businesses.
This UK-wide pattern is reflected in the make-up of Pacifica Group’s workforce, where the majority of front-line customer assistants within its call centres are women with the majority of senior management roles and executive team positions are held by men.
In addition, as a result of the long-standing culture and legacy of the home services industry, the majority of field based and senior manager roles such as Appliance Repair Engineers, Central Heating and Electrical Engineering as well as Technical Service Management roles.
This can be seen above in the table depicting pay quartiles by gender. This shows Pacifica Group‘s workforce divided into four equal-sized groups based on hourly pay rates, with Band A including the lowest-paid 25% of employees (the lower quartile) and Band D covering the highest-paid 25% (the upper quartile). In order for there to be no gender pay gap, there would need to be an equal ratio of men to women in each Band. However, within Pacifica Group, 47.5% of the employees in Band A are women and 52.5% men. The percentage of male employees increases throughout the remaining Bands, from 52.5% in Band B to 92.4% in Band C and 93.3% in band D.
What is Pacifica Group doing to address its gender pay gap?
While Pacifica Group's gender pay gap compares favourably with that of organisations within the service sector, the company is not complacent. It is committed to reducing the gap wherever possible.
However, Pacifica Group also recognises that its scope to act is limited in some areas - it has, for example, no direct control over the subjects that individuals choose to study or the career choices that they make.
To date, the steps that Pacifica Group has taken to promote gender diversity in all areas of its workforce include the following:
- Revising the flexible working policy:
- Supporting parents:
- To identify any barriers to gender equality and make informed priorities for action
- To create flexible training to ensure opportunity is provided to all genders who are looking to take up the various roles within the business
- To create opportunity for female entrants into the traditional male dominated technical roles:
None of these initiatives will, of itself, remove the gender pay gap - and it may be several years before some have any impact at all. In the meantime, Pacifica Group is committed to reporting on an annual basis the initiatives it implements to place to reduce the gender pay gap and the progress that it is making.
Right now, Pacifica Group has plans to extend its consultation exercise across all areas and levels of the organisation to identify the barriers (and the drivers) for women employees.
In the coming year, Pacifica Group is also committed to:
- reviewing its policy on bonus payments;
- investigating affordable childcare options with local providers
Any further initiatives launched throughout the year will be reported in the next report.
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