Wednesday 6th April 2022
From 6 April 2017 employers in the UK with more than 250 staff are required by law to publicly publish their gender pay gap information, covering pay and bonuses – this is required annually. This is an obligation for ALS Laboratories (UK) Limited and the results can be found on the government website here.
The 7 measures to report based on a “snapshot” data:
- the mean gender pay gap (based on hourly pay)
- the median gender pay gap (based on hourly pay)
- the mean gender bonus gap
- the median gender bonus gap
- the proportion of men who received a bonus
- the proportion of women who received a bonus
- the number of men and women according to quartile pay bands (based on hourly pay)
The gender pay gap shows the difference in the average earnings between all men and women in organisation. This study included Full-time/Part-time/Fixed-term/Casual workers but did not include Agency staff/paternity/leavers, furloughed employees and staff who were receiving sick pay.
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Matthew Masters General Manager Europe, comments
Whilst there is a small gender mean pay gap in the reporting period, this is as a result of an increase in females in the lower quartile as compared to the previous year. Encouragingly there are signs of an improvement in other areas of our gender pay gap data. Our technical and behavioural competency framework, for the majority of roles, continues to provide a framework of pay ranges that avoids any gender bias. We are proud of ALS’s passion for equality and diversity across the organisation and will continue to monitor gender pay across our business.