FPR Group is a recruitment business and we are required to include all temporary agency personnel engaged by FPR Group within our figures.
We have made the decision to divide the report into three sections.
- Permanent staff employed by FPR group
We are pleased to highlight that within the permanent staff we have a very evenly balanced Gender Pay Gap all salaries are based on experience and performance gender isn’t a factor.
Regarding the bonus gap all bonuses are based on performance and gender isn’t a factor in the amounts paid to our employees.
- Temporary Workers Engaged by FPR Group
There are differing factors effecting the temporary worker figures which include, temporary workers engaged across six specialist industry sectors, worker availability and in some cases the worker pay rates are determined by the businesses where they are assigned.
- The combined totals of permanent employees and temporary workers
FPR Group is committed to help ensure fairness, equality and inclusion amongst all people we employ and engage.
This report aims to fulfil our statuary obligations and illustrate gender pay differences, where they exist.
I can confirm that the data reported is accurate.
Mark Foster
Managing Director
14TH February 2022
The figures below show’s our overall mean and median gender pay gap based on hourly rates of pay as at the snapshot date (i.e 28th March 2021).
It also captures the mean and median difference between bonuses paid to men and women at FPR Group in the year up to 28th March 2021 i.e for the 2020/21 performance year.
- GENDER PAY REPORT FOR PERMANENT STAFF IS ILLUSTRATED BELOW:
Pay & Bonus Gap
|
Difference in Mean Hourly Rate of Pay |
9.41% |
|
Difference in Median Hourly Rate of Pay |
14.57% |
|
Difference in Bonus Pay - Mean |
35.94% |
|
Difference in Bonus Pay – Median |
61.62% |
Proportion of colleagues awarded a bonus for 2020/21
|
|
MALE |
FEMALE |
|
Percentage of Employees who received bonus pay
|
92.86% |
83.33% |
Pay Quartiles
|
|
MALE |
FEMALE |
|
Upper Quartile (Q1) |
57.14% |
42.86% |
|
Upper Middle Quartile (Q2) |
50.00% |
50.00% |
|
Lower Middle Quartile (Q3) |
50.00% |
50.00% |
|
Lower Quartile (Q4) |
25.00% |
75.00% |
GENDER PAY REPORT FOR TEMPORARY WORKERS IS ILLUSTRATED BELOW:
Pay & Bonus Gap
|
Difference in Mean Hourly Rate of Pay |
6.43% |
|
Difference in Median Hourly Rate of Pay |
1.46% |
|
Difference in Bonus Pay - Mean |
-24.85% |
|
Difference in Bonus Pay – Median |
0.00% |
Proportion of colleagues awarded a bonus for 2020/21
|
|
MALE |
FEMALE |
|
Percentage of Employees who received bonus pay
|
3.14% |
4.03% |
Pay Quartiles
|
|
MALE |
FEMALE |
|
Upper Quartile (Q1) |
71.24% |
28.76% |
|
Upper Middle Quartile (Q2) |
53.25% |
46.75% |
|
Lower Middle Quartile (Q3) |
44.44% |
55.56% |
|
Lower Quartile (Q4) |
55.84% |
44.16% |
- GENDER PAY REPORT FOR PERMANENT AND TEMPORARY COMBINED IS ILLUSTRATED BELOW:
Pay & Bonus Gap
|
Difference in Mean Hourly Rate of Pay |
5.6% |
|
Difference in Median Hourly Rate of Pay |
2.2% |
|
Difference in Bonus Pay - Mean |
28.0% |
|
Difference in Bonus Pay – Median |
31.5% |
Proportion of colleagues awarded a bonus for 2020/21
|
|
MALE |
FEMALE |
|
Percentage of Employees who received bonus pay
|
6.6% |
9.1% |
Pay Quartiles
|
|
MALE |
FEMALE |
|
Upper Quartile (Q1) |
70.2% |
29.8% |
|
Upper Middle Quartile (Q2) |
53.4% |
46.6% |
|
Lower Middle Quartile (Q3) |
54.0% |
46.0% |
|
Lower Quartile (Q4) |
45.1% |
54.9% |
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