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2019 Report

 
 
 

Introduction

SBE UK is a business with over 250 employees and is thus required by law to carry out Gender Pay Gap Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves carrying out calculations to show the difference between the average earnings of men and women within our company. SBE welcomes this progress towards bridging the UK’s Gender Pay Gap and below are our results and actions that will be taken to reduce our Gender Pay Gap.

Background

SBE specialises in the field of electronic repairs, returns management, reverse logistics and digital customer care. Within the 2018 snapshot date SBE had a ratio of 60% male to 40% female full-pay relevant employees. This reflects the overall trend in technical sector jobs where men are naturally more inclined to apply for technical jobs and to stay within the business while women go on to pursuing different careers. We completely understand this phenomenon and are committed to making a change by promoting internal career progression opportunities to encourage the women within our business to continue their employment in the technical sector, therefore reducing the overall gender imbalance.

Our Results

We are proud to say that our mean hourly Gender Pay Gap has decreased by 2% compared to last year’s report, and is currently at 6.01% which is significantly lower than UK technical sector average of 19.34%.
Mean Median
Hourly Rate Gender Pay Gap 6.01% 3.58%
Our hourly rate Gender Pay Gap results from employing more men than women across the majority of our departments, including the highest paid roles, and having relatively more males working on afternoon shift and receiving shift allowance which in turn affects their hourly rate figures.
Our Median hourly rate Gender Pay Gap is at 3.58% and shows us that we have many employees working in the same or similar roles and that the rates of pay of these employees fall within a very small range that we are looking to continue reducing.
Pay Quartiles Male Female
UpperQuartile 64% 36%
Upper Middle Quartile 61% 39%
Lower Middle Quartile 67% 33%
Lower Quartile 46% 54%
For our pay quartile data, we have ordered our employees from highest to lowest paid and created quartiles with equal numbers of employees in each. In comparison to 2017 report, we now have more females in the Upper Middle Quartile than before. This is due to some of our female workers successfully progressing to senior positions or taking on new roles and additional duties. The percentage of women in the lowest quartile is still higher due to factors such as flexible working, however is very close to almost 50/50 balance. The upper quartile figures remain unchanged as there were no major changes in the structure of our senior management.
Gender Pay Gap Bonus Mean
19.33%		 Median
32.27%
% Female Getting Bonus 21.00%
% Male Getting Bonus 16.00%
Our mean Gender Pay Gap bonus data is lower than in our last year’s report due to reduction of certain bonus schemes. This leaves us with higher percentage of female workers receiving a bonus. Our median Gender Pay Gap bonus figure went up compared to last year’s report. This is because of differences between the types of bonus schemes we have in place and the number of staff receiving the bonus in each category. The highest bonuses are awarded to management staff, and we still have more males than females in our management teams resulting in comparing a median result from a lower bonus category in the female group to a median result from a higher bonus category in male group.

Summary & Actions

In conclusion, we are very happy to state that there is a positive change in 2018 report’s results. It demonstrates that the factors we have identified and aimed to work on were accurate and our actions were successful.
The main contributor to Gender Pay Gap within our company is the unequal number of male and female staff. Our preference is to offer our employees priority whenever a new vacancy arises within our organisation. This results in very little need for external recruitment and therefore our main focus is to retain and offer development opportunities to female staff who already work for us, so that they can progress into higher paid positions.
Some differences in where our men and women work do still come down to personal choices, however, we are devoted to continuing to promote equal opportunities and encouraging our staff to progress.
Listed below are the actions that SBE are committed to maintain in order to further reduce our Gender Pay Gap.
  • Recruitment – ensuring that we continue to use fair and bias-free processes so that we select the right person for the job;
  • Development opportunities – reviewing strategies to encourage and motivate more employees to participate in training and increase interest in career progression prospects;
  • Family policies – updating current policies to ensure there are no barriers that employees with families can face in progressing their careers;
I can confirm this data is accurate and in line with mandatory requirements.
Munish Rattu
Managing Director