Gender Pay Report 2023
Goodwin International Limited
Senior Statement
The Board considers that the figures presented in the Gender Pay Gap Report and the Gender Bonus Gap Report are a accurate reflection of the pay differences between relevant men and women employed by the Group/Goodwin International Ltd during the relevant period as required by The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This report was approved by the Board on 2nd April, 2024 and is signed on its behalf by: M S Goodwin
Difference in mean pay during pay period between male /female relevant employees: 17.4%
Difference in median pay during pay period between male /female relevant employees: 16.4%
| Number of male/female relevant employees | ||
|---|---|---|
| Quartile | MEN | WOMEN |
| Upper (75-100%) | 93.3% | 6.7% |
| Upper Middle (50-75%) | 89.3% | 10.7% |
| Lower middle (25-50%) | 84.2% | 15.8% |
| Lower (0 – 25%) | 82.9% | 17.1% |
Gender Bonus Gap Report
Difference in mean bonus pay received 12 months before 5th April between male/female relevant employees: 17.6%
Difference in median bonus pay received 12 months before 5th April between male/female relevant employees: 0%
| MEN | WOMEN | |
|---|---|---|
| Proportion of male/female relevant employees who received a bonus 12 months before 5th April | 90.2% | 86.3% |
Contextual Information (voluntary) – Analysis and interpretation of reports and explanation for differences
“The Gender Pay Gap report shows that the difference in median pay between men and women is higher at 16.4% (2022: -0.3%) and the difference in mean pay is higher at 17.4% (2022: -1.8%). Although the percentage of relevant males working on the snapshot date is 87.4% (2022: 86.6%) compared to 12.6% (2022: 13.4%) of relevant females remains similar to last year. The high male to female ratio is a direct result of working within the engineering sector which is historically male orientated and, although the Company is championing female apprentices to fill future engineering and management roles, the take up by females is still disappointingly low as is the talent pool for experienced female applicants. However, the Company continues to focus on increasing the recruitment of female employees. The report has been based on the number of contracted hours worked but it should be noted that Managers and Directors work longer hours than this which is not included in this analysis. Such commitment is therefore reflected in their salaries whereas hourly paid employees are paid for all overtime worked above their contracted hours which is not reflected in the report. The Gender Bonus Gap report is different to last year in that it shows that the mean bonus pay calculations are in favour of men whereas the median bonus pay calculations are equal for both male and female relevant employees.
Gender Pay Report 2022
Goodwin International Limited
Senior Statement
The Board considers that the figures presented in the Gender Pay Gap Report and the Gender Bonus Gap Report are a accurate reflection of the pay differences between relevant men and women employed by the Group/Goodwin International Ltd during the relevant period as required by The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This report was approved by the Board on 31st March 2023 and is signed on its behalf by: M S Goodwin
Difference in mean pay during pay period between male /female relevant employees: -1.8%
Difference in median pay during pay period between male /female relevant employees: -0.3%
| Number of male/female relevant employees | ||
|---|---|---|
| Quartile | MEN | WOMEN |
| Upper (75-100%) | 78.9% | 21.1% |
| Upper Middle (50-75%) | 94.4% | 5.6% |
| Lower middle (25-50%) | 84.5% | 15.5% |
| Lower (0 – 25%) | 88.7% | 11.3% |
Gender Bonus Gap Report
Difference in mean bonus pay received 12 months before 5th April between male/female relevant employees: 9.9%
Difference in median bonus pay received 12 months before 5th April between male/female relevant employees: 51.0%
| MEN | WOMEN | |
|---|---|---|
| Proportion of male/female relevant employees who received a bonus 12 months before 5th April | 89.8% | 88.9% |
Contextual Information (voluntary) – Analysis and interpretation of reports and explanation for differences
The Gender Pay Gap report shows that the difference in median pay between men and women is -0.3% (2021: -16.8%) and the difference in mean pay is lower at -1.8% (2021: -0.2%). Although the percentage of relevant males working on the snapshot date is 86.6% (2021: 88.3%) compared to 13.4% (2020: 12%) of relevant females remains similar to last year, there was a decrease of -26% (2021: -1%) for males and -an increase 3% (2021: -16%) for females that for reporting purposes met the criteria of a “relevant employee”.
The high male to female ratio is a direct result of working within the engineering sector which is historically male orientated and, although the Company is championing female apprentices to fill future engineering and management roles, the take up by females is still disappointingly low as is the talent pool for experienced female applicants. However, the Company continues to focus on increasing the recruitment of female employees. The report has been based on the number of contracted hours worked but it should be noted that Managers and Directors work longer hours than this which is not included in this analysis.
Such commitment is therefore reflected in their salaries whereas hourly paid employees are paid for all overtime worked above their contracted hours which is not reflected in the report. The Gender Bonus Gap report is similar to 2021 and 2020 in that it shows that the mean bonus pay calculations are slightly in favour of men whereas the median bonus pay calculations are more favourable for female relevant employees. In 2019, and 2018 both the mean and medium bonus pay calculations were more favourable towards male relevant employees. This is a feature of the higher percentage of male relevant employees.
Gender Pay Gap Report 2021
Goodwin International Limited
Senior Statement 2021
The Board considers that the figures presented in the Gender Pay Gap Report and the Gender Bonus Gap Report are a accurate reflection of the pay differences between relevant men and women employed by the Group/Goodwin International Ltd during the relevant period as required by The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This report was approved by the Board on 1st April 2022 and is signed on its behalf by: Mr. M. S. Goodwin.
Difference in mean pay during pay period between male /female relevant employees -0.2%
Difference in median pay during pay period between male /female relevant employees -16.8%
| Number of male/female relevant employees | ||
|---|---|---|
| Quartile | MEN | WOMEN |
| Upper (75-100%) | 82.1% | 17.9% |
| Upper Middle (50-75%) | 89.6% | 10.4% |
| Lower middle (25-50%) | 92.2% | 7.8% |
| Lower (0 – 25%) | 88.3% | 11.7% |
Gender Bonus Gap Report 2021
Difference in mean bonus pay received 12 months before 5th April between male/female relevant employees 2.6%
Difference in median bonus pay received 12 months before 5th April between male/female relevant employees -24.9%
| MEN | WOMEN | |
|---|---|---|
| Proportion of male/female relevant employees who received a bonus 12 months before 5th April | 80.3% | 84.0% |
Contextual Information (voluntary) – Analysis and interpretation of reports and explanation for differences
The Gender Pay Gap report shows that the difference in median pay between men and women is -16.8% (2020: 12.1%) and the difference in mean pay is lower at -0.2% (2020: 22.2%). Although the percentage of relevant males working on the snapshot date is 88% (2020: 86.1%) compared to 12% (2020: 13.9%) of relevant females remains similar to last year, there was a decrease of -1% (2020: 3%) for males and -16% (2020: 11%) for females that for reporting purposes met the criteria of a “relevant employee”.
The high male to female ratio is a direct result of working within the engineering sector which is historically male orientated and, although the Company is championing female apprentices to fill future engineering and management roles, the take up by females is still disappointingly low as is the talent pool for experienced female applicants. However, the Company continues to focus on increasing the recruitment of female employees. The report has been based on the number of contracted hours worked but it should be noted that Managers and Directors work longer hours than this which is not included in this analysis.
Such commitment is therefore reflected in their salaries whereas hourly paid employees are paid for all overtime worked above their contracted hours which is not reflected in the report. The Gender Bonus Gap report is similar to 2020 in that it shows that the mean bonus pay calculations are slightly in favour of men whereas the median bonus pay calculations are more favourable for female relevant employees. In 2019, and 2018 both the mean and medium bonus pay calculations were more favourable towards male relevant employees. This is a feature of the higher percentage of male relevant employees.
