Gender Pay Gap Report – 2022
We are an employer required by law to carry out Gender Pay Gap reporting under the Equalities Act 2010 (Gender Pay Gap information) Regulations 2017.
This involves carrying out six calculations that show the difference between the average earnings for men and women in our company. It does not involve publishing individual employee data.
We can use the results to assess:
- The levels of gender equality in our workplace.
- The balance of male and female employees at different levels.
- How effectively talent is being maximised and rewarded.
The challenge in our company and across Great Britain is to reduce any Gender Pay Gap identified. If you would like to discuss any aspect of this report further please contact Debora Douglass, European HR Director.
| 1 | Difference in Hourly Rate of Pay - Mean (column I) | 4.84% |
| 2 | Difference in Hourly Rate of Pay - Median (column K) | 15.26% |
| 3 | Difference in Bonus Pay - Mean (column I) | 77.32% |
| 4 | Difference in Bonus Pay - Median (column K) | -50.00% |
| 5 | Percentage of Male employees receiving bonus (Column E row 44) | 15.8% |
| Percentage of Female employees receiving bonus (Column E row 48) | 34% |
| 6 | Employees by Pay Quartile | Male | Female |
| Upper Quartile | 85% | 15% | |
| Upper Middle Quartile | 83% | 17% | |
| Lower Middle Quartile | 94% | 6% | |
| Lower Quartile | 66% | 34% |
As can be seen from the reported figures the median and mean earnings for male and female employees across Lincat Limited vary by circa 5%.
Lincat is a business that designs and manufactures commercial catering equipment. The business has a focus on new product development which starts with our research and development department, we then source raw materials, manufacture the product, despatch and offer an aftercare service. We have several Customer Service Functions that support the pre and post-sales care as well as our field-based Sales Teams.
Within the company, we have procedures in place whereby those in like or similar jobs are paid equally irrespective of gender. Where the company’s disparity in pay is apparent, highlighted by the numbers above, is that we have a relatively large proportion of our female staff that work in administrative or customer service roles. Amongst the specialist roles (which tend to be higher rewarded) such as research and development and engineering the post holders are predominantly male with a technical qualification.
Addressing the balance
Over a number of years the company has sought to increase the number female entrants into these positions by searching a broader employment market and, where possible offering a more flexible working environment. This has been partially successful but the company accepts that it needs to continue to focus on the areas of recruitment and development, including the use of structured interviews and skills-based assessments to ensure that there is no bias in its processes and to support its longer-term objectives with regard to gender diversity.