Thwaites
Gender Pay Report 2023
Introduction
All legal entities in the UK who employ 250+ employees are required to publish the following Gender Pay gap figures on an annual basis. Equal pay for equal work for women and men is a legal requirement in the UK and Thwaites Ltd is committed to always ensuring fairness in pay.
The Gender Pay Gap figures discussed here do not look at equal pay, but rather show the difference between the average earnings and bonus earnings of women and men regardless of their role or level within the company.
Our Figures
| Mean and Median Pay & Bonus Gap | ||
| Mean | Median | |
| Gender Pay Gap | 4.39% | 13.91% |
| Gender Bonus Gap | 20.26% | -3.17% |
| Proportion of employees earning a bonus | |
| Female | 100% |
| Male | 89.1% |
| Proportion of employees in each pay quartile | ||
| Pay Quartile | Male | Female |
| 1st | 89% | 11% |
| 2nd | 93% | 7% |
| 3rd | 100% | 0% |
| 4th | 93% | 7% |
Understanding the Gap
Engineering and Manufacturing has traditionally been a male dominated industry, and this is reflected. at Thwaites where the male workforce is significantly higher than the female. However, although women are under-represented in the shopfloor environment, a relatively high proportion of women do work in middle and senior management roles, which has had an impact on the actual gender pay gap being lower than anticipated.
As a company we will continue to ensure female participation at all levels of the workforce and support in opening doors for women to work in the shopfloor environment.
The figures have been checked, agreed and approved and we will ensure that this report is reviewed and updated annually.
Simon Hill
Managing Director