Gender Pay Statement

What is the Gender Pay Statement?

Protect Line Ltd is an employer required by law to carry out Gender Pay reporting under the Equality Act 2010 (Gender Pay Gap Information Regulations 2017).

This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation between April 2020 and April 2021; it does not involve publishing individual employee data. We are required to publish the results on our own website and the government’s gender pay website. This report has been published within one year from April 2021 and will remain publically available for at least 3 years.

What was Protect Line’s Gender Pay Gap?

A pay gap in favour of our male staff did exist in our workforce at our snap shot date. However, there are many different factors to consider when evaluating the data and these are analysed below.

What was the gender pay gap in hourly pay?

Gender pay gap in hourly pay graph

What was the company’s pay distribution?

Company pay distribution graph

Which staff received bonuses?

Staff bonus by gender graph

What was the bonus pay gap?

Bonus pay gap graph

What is important to consider when reading these results?

  • There is a difference between unequal pay and the gender pay gap. Protect Line is an equal opportunities employer which recognises and rewards employees irrespective of gender;
  • At the snap shot date there were 63% male and 37% female full pay relevant employees, with only the lowest quartile having more females;
  • In the 12 months to April 2021, there were 157 New Starters: 62% Male and 38% Female. There were 88 Leavers: 58% Male and 42% Female;
  • Staff doing the same job receive the same basic pay, regardless of gender;
  • 34% of females but only 15% of males work in non-revenue generating departments: IT, Admin, HR, Reception and Finance – these roles do not attract bonuses;
  • The areas of the business headed by males are more revenue-generating and therefore attract higher remuneration packages;
  • There were significantly more males in middle management (84%), the upper middle quarter of the businesses’ pay distribution;
  • Of the 12 members of the Senior Management Team, there is an equal gender split.

What efforts are being taken to address the gender pay gap?

  • Whilst there is a gender imbalance within certain departments and middle management, this is not by design or preference. Protect Line has a formal career progression submission process, open to all employees regardless of gender;
  • All employees have access to apply for flexible working via a formal process, and this has been granted to staff of both genders;
  • Protect Line has a formal process for allowing emergency time off, such as for caring responsibilities, and this is taken advantage of evenly between male and female employees;
  • Part time employees have the same opportunities to obtain promotion, apply through the career progression plan, complete CPD, access training and coaching, and apply for internal job roles;
  • Bonuses are paid for performance, which varies from person to person. All employees are provided the same training and coaching support to boost their performance, regardless of gender.