CMP is a business that is underpinned by its core values and the belief that anyone can equally contribute and make a difference to our business regardless of an individual’s diversity, including gender.
Background
As an employer of over 250 employees, CMP is required to report and publish its findings on Gender Pay in line with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
The findings outlined below are as of the ‘snapshot’ date of 5th April 2018 as required under the reporting guidelines.
Findings
- Mean gender pay gap in hourly pay:
- Males are paid on average 21.7% more than females
- Median gender pay gap in hourly pay:
- The middle male is paid 23.6% more than the middle female
- Mean bonus gender pay gap:
- Females are paid on average 24.7% less bonus than males
- Median bonus gender pay gap:
- The middle female that receives a bonus is paid 50.6% more bonus than the middle male that receives a bonus
- Proportion of males and females that receive a bonus payment:
- 8.8% of males and 4.5% of females receive a bonus
- Proportion of males and females in each pay quartile:
- Upper quartile 95.4% male; 4.6% female
- 2nd quartile 90.8% male; 9.2% female
- 3rd quartile 76.9% male; 23.1% female
- Lower quartile 73.8% male; 26.2% female
Response to the findings
As indicated in our report for the snapshot date of 5th April 2017, a large proportion of our workforce are time-served, skilled machinists and engineers, which in the whole are male. We continue to address proactively in schools, colleges and universities to attract a more diverse workforce into these areas of our business through our well recognised apprenticeship scheme. Our ratio is 16% females to male across our business; however this increases to 40% female to male ratio out of the direct manufacturing environment. We are also pleased to confirm that we have increased our ratio of female to male apprentices during our last intake.
The vast majority of our workforce continues to be made up of time-served, skilled machinists and engineers who, due to their experience and level of training, typically attract a higher level of pay and this is reflected in the statistic for hourly pay above, which shows a gap of 21.7%.
Where we have females in comparative roles such as sales, marketing and commercial we are can confirm they are paid in comparison to male peers, both in hourly rates and bonus structure (provided that the role is eligible for a bonus).
Where a job attracts a bonus it is paid upon two factors; individual contribution and overall company performance. Providing the role is entitled to participate in the company bonus scheme, both males and females have the same opportunity to achieve bonus regardless of gender.
Whilst we are a diverse business with global operations we recognise that the outcome of our reporting is driven by the wider impact of attracting females into STEM (Science, Technology, Engineering & Maths) roles that challenges many manufacturing and engineering companies.
We will continue to drive our recruitment across a broad spectrum to attract a more diverse workforce and continue with our efforts to bring more females into manufacturing and engineering careers through our work with schools, colleges and universities.
