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GENDER PAY GAP SUMMARY

Under new regulations, UK employers with more than 250 employees must publish their gender pay gap. Analysing our gender pay gap will prove to be a critical measurement of our company. Whilst our data identifies certain gaps, we intend to be fully transparent as to any issues causing this gap.

The main cause of our gender pay gap, as with many companies, is largely due to the lack of women at the most senior levels of our company. Further reasons include industry trends seen in those applying for roles and a skills shortage for certain roles.

Although the report identifies gaps in certain areas, this largely reflects the proportion of male and female employees within the company which is mainly driven by those applying for roles with us. As a company we stand by our Equal Opportunities policy and encourage all applicants to consider a career with us.

We will use the figures from the gender pay gap in line with our recruitment and progression planning procedures to ensure that action is taken to reduce these gaps going forwards in line with our aim for everyone at our company to build and sustain a successful career with us.

Commercial Vehicle [CV] Statistics 

Alliance Automotive UK
Mean Gender Pay Gap Hourly 16.50%
Median Gender Pay Gap Hourly 11.40%
Mean Gender Pay Bonus Gap 2.10%
Median Gender Pay Bonus Gap 11.50%
Percentage of male relevant employees with bonus pay 50.9%
Percentage of female relevant employees with bonus pay 42.1%
Employee Head Count 264

 

Quartile Summary Male Female
Lower Quartile 89.7% 10.3%
Lower Middle Quartile 76.6% 23.4%
Upper Middle Quartile 77.3% 22.7%
Upper Quartile 98.5% 1.5%

 

Light Vehicle [LV] Statistics 

Alliance Automotive UK
Mean Gender Pay Gap Hourly 10.90%
Median Gender Pay Gap Hourly 3.90%
Mean Gender Pay Bonus Gap 31.60%
Median Gender Pay Bonus Gap 18.50%
Percentage of male relevant employees with bonus pay 30.1%
Percentage of female relevant employees with bonus pay 14.5%
Employee Head Count 2091

 

Quartile Summary Male Female
Lower Quartile 75.0% 25.0%
Lower Middle Quartile 72.9% 27.1%
Upper Middle Quartile 79.8% 20.2%
Upper Quartile 89.8% 10.2%