Gender Pay Gap Statement 2017
Sharps Bedrooms Limited are 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. It does not involve publishing individual employee data.
For this report Sharps have analysed pay information for those employed with Sharps on 5th April 2017. We are required within one calendar year from April 5th 2017, to publish on our own website and the Government’s gender pay website.
Sharps Bedrooms approach to pay is simple and straightforward and aims to ensure that we reward our employees fairly for the job they do, regardless of gender. This is supported by our policies and processes and we have diverse teams across the many arms of our business which include retail, sales, manufacturing, installations, customer services and administrative functions.
Findings for 2017
1. Average gender pay gap as a mean average
2. Average gender pay gap as a median average
3. Average bonus gender pay gap as a mean average
4. Average bonus gender pay gap as a median average
5. Proportion of employees receiving a bonus payment
Male - 16.3%
Female - 11.2%
6. Proportion of men and women in the four quartile pay bands
a. Upper Quartile
Male - 74%
Female - 26%
b. Upper Middle Quartile
Male - 48%
Female - 52%
c. Lower Middle Quartile
Male - 33.5%
Female - 66.5%
d. Lower Quartile
Male - 49.5%
Female - 50.5%
Sharps Bedrooms is an equal opportunities employer and all employees are encouraged to grow and earn to their full potential. There are pay bandings in place in the various arms of this diverse business operation and all employees working in the same bandings will be earning the same rewards. Employees in our showrooms network are rewarded beyond their pay banding system by commissions based on individual performance.
The gender split across Sharps is 51% male and 49% female and this is generally reflected across the four quartiles where the upper middle and lower quartiles have a broadly 50% split. We believe the upper quartile is more male biased because many of our middle and senior field-based installations managers and technical specialists are male, which we believe is a historical gender ratio for the construction workforce nationally.
Sharps recruits all new employees under the same structure across the business and their earnings ability depends upon their success and career progress.
We strive to continually improve our gender pay gap and will publish the results again in April 2019 as required.