Gender Pay Report as at 5 April 2022

Under new legislation, Commercial Services (Kent Limited) are obliged to publish gender pay information in a manner that is accessible to the public.

Introduction

The gender pay gap shows the difference between the average (mean and median) earnings of men and women. This is expressed as a percentage of men’s earnings. Nationally, the gender pay gap varies by occupation, age group and even working patterns.

Legislation is effective whereby an employer must comply with the regulations for any year where they have a headcount of 250 or more employees on the snapshot date. The snapshot date for private and voluntary sector organisations is the 5 April. This year of reporting is based on data as at 5 April 2022. For the purposes of gender pay reporting, the definition of who counts as an employee is defined in the Equality Act 2010:

Employees (those with a contract of employment)
Workers and agency workers (those with a contract to do work or provide services)
Some self-employed people (where they have to personally perform the work)

Agency workers will form part of the headcount of the agency that provides them, and not the employer they are on assignment to. It is a requirement to calculate and publish separate reports based on each separate legal entity. The headcount for Commercial Services Kent Limited as at the snapshot date is 449 and the total headcount including agency workers on the weekly payroll for Kent Limited is 720. The headcount for Commercial Services Trading Limited is 73 and therefore the only statutory report submitted is for Commercial Services Kent Limited.

It is noteworthy to highlight that there is limited control and influence over the pay rates of the 271 agency workers that are on the weekly payroll compared to the extent of control and influence Commercial Services has on its own employees. With this in mind, the proceeding narrative does differentiate between the Commercial Services Kent Limited total headcount (including agency workers) gender pay gap and the pay gap within the staff population excluding agency workers).

The gender pay reporting focuses on the following information:

The mean gender pay gap (shows the difference between the mean hourly rate of pay that male and female full-pay relevant employees receive)
The median gender pay gap (shows the difference between the median hourly rate of pay that male and female full-pay relevant employees receive)
The mean bonus gender pay gap (shows the difference between the mean bonus pay that male and
female relevant employees receive)
The median bonus gender pay gap (shows the difference between the median bonus pay that male and female relevant employees receive)
The proportion of males and females receiving a bonus payment (shows the proportion of make relevant employees who were paid any amount of bonus pay, and the proportion of female relevant employees who were paid any amount of bonus pay)
The proportion of males and females in each quartile pay band (shows the proportions of male and female full-pay relevant employees in four quartile pay bands)
A written statement

Results

	Commercial Services Kent Limited	Commercial Services Kent Limited (excluding agency workers)
mean gender pay gap	8.7%	5.6%
median gender pay gap	9.64%	-10.0 %
mean bonus gender pay gap	11.1%	11.1%
median bonus gender pay gap	2.7%	2.7%
proportion of males and females receiving a bonus payment	36.3% vs 37.9%	55.3% vs 64.2%
proportion of males and females in lower quartile pay band	49.4% are male and 50.6% are female	57.1% are male and 42.9% are female
proportion of males and females in lower middle quartile pay band	45.6% are male and 54.4% are female	53.6% are male and 42.9% are female
proportion of males and females in upper middle quartile pay band	45.6% are male and 54.4% are female	54.9% are male and 45.1% are female
proportion of males and females in upper quartile pay band	60.0% are male and 40.0% are female	45.5% are male and 54.5% are female

Written statement

The mean gender pay gap for the whole of Commercial Services Kent Limited is 8.7% (rounded to one decimal place). Male mean hourly rate is £20.28; whereas female mean hourly rate is £18.51. This highlights that woman have a mean hourly rate 8.7% less than men.
The mean gender pay gap for permanent employees of Commercial Services Kent Limited is 5.6% (rounded to one decimal place). Male mean hourly rate is £16.56; whereas female mean hourly rate is £15.63. This highlights that women have a mean hourly rate 5.6% less than men.
The median gender pay gap for the whole of Commercial Services Kent Limited is 9.64% (rounded to one decimal place). Male median hourly rate is £14.38; whereas female median hourly rate is £12.99. This highlights that women have a median hourly rate 9.7% less than men.
The median gender pay gap for permanent employees of Commercial Services Kent Limited is -10.2% (rounded to one decimal place). Male median hourly rate is £11.74; whereas female median hourly rate is £12.93. This highlights that women have a median hourly rate 9.2% higher than men.
The mean bonus gender pay gap is 11.1%. The mean bonus pay of men in Kent Limited is £1,757.09 and the mean bonus pay for women in Kent Limited is £1,562.76. Women therefore have received a lower mean bonus payment than men by 11%.
The median bonus gender pay gap is 2.7%. The median bonus pay of men in Kent Limited is £500 and the median bonus pay for women in Kent Limited is £486.49. Women therefore have received a lower median bonus payment than men by 2.7%
The proportion of males and females receiving a bonus payment indicates how much more likely one gender of employee is more likely to receive a bonus payment. Of 237 male relevant employees, 131 received a bonus, and of 212 female relevant employees, 136 received a bonus. This means 55.3% of men received a bonus and 64.2% of women received a bonus.
As the agency workers do not receive bonuses, the proportion of males and females receiving a bonus payment across the whole of Commercial Services Kent Limited indicates that 36.3% men have received a bonus and 37.9% of women have received a bonus.
There are 720 full-pay relevant employees in Kent Limited including staff on both the permanent and agency payrolls. These have been arranged by lowest hourly rate of pay to the highest hourly rate of pay; and then the full list has been divided into four quartiles and ensured employees on the same hourly pay rate have been distributed evenly by gender where they cross the quartile boundaries:
- Of the 180 employees in the lower quartile, 89 are male and 91 are female. This means 49.4% are male and 50.6% are female.
- Of the 180 employees in the lower middle quartile, 82 are male and 98 are female. This means 45.6% are male and 54.4% are female.
- Of the 180 employees in the upper middle quartile, 82 are male and 98 are female. This means 45.6% are male and 54.4% are female.
- Of the 180 employees in the upper quartile 108 are men and 72 are female. This means 60.0% are male and 40.0% are female.
There are 449 full-pay relevant permanent employees in Kent Limited. These have been arranged by lowest hourly rate of pay to the highest hourly rate of pay; and then the full list has been divided into four quartiles and ensured employees on the same hourly pay rate have been distributed evenly by gender where they cross the quartile boundaries:
- Of the 112 employees in the lower quartile, 64 are male and 48 are female. This means 57.1% are male and 42.9% are female.
- Of the 112 employees in the lower middle quartile, 60 are male and 52 are female. This means 53.6% are male and 46.4% are female.
- Of the 113 employees in the upper middle quartile, 62 are male and 51 are female. This means 54.9% are male and 45.1% are female.
- Of the 112 employees in the upper quartile 61 are men and 51 are female. This means 45.5% are male and 54.5% are female.

CSG is committed to equal opportunities and equal treatment for all employees, regardless of sex, race, religion, or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We are committed to paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic as set out above).

We are therefore confident, that our gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather the pay gap is the result of the roles in which men and women work within the Company and the salaries that these roles attract.

Our gender pay gap of 5.6% for permanent employees continues to remain lower than the gender pay gap for the whole economy which the ONS reports as 14.9% in 2022. This does not however detract us from our commitment to continually strive to reduce the gap.

Commercial Services Group will:

Proactively review pay reviews to determine % of females and males receiving above basic pay increases, to ensure that there is no gender bias
Evaluate job roles and pay scales as necessary to ensure a fair structure and consistent approach
Ensure that all managers involved in recruitment undertake training in unconscious bias in recruitment and selection decisions Commercial Services (Kent Limited) Gender Pay Report as at 5 April 2022
Continue to review our recruitment, and development practices to ensure equal opportunities for all
employees regardless of gender or other characteristic
Undertake a group wide review of diversity, equality and inclusion