GENDER PAY GAP REPORT 2022/23
FPR Group is a recruitment business, and we are required to include all temporary agency personnel engaged by FPR Group within our figures regarding gender pay gaps.
We have made the decision to divide the report into three sections.
- Permanent staff employed by FPR Group
We would like to highlight that salaries are based on experience and performance gender is not a factor in decisions related to pay.
This same approach is applied to bonuses and commission, all of which are performance based.
The main driver for the gender gap and a high % of females in the lower quartile, can be attributed to the fact that of our new staters during 2022/23 80% of these were females.
New starters traditionally receive a lower salary package than established team members regardless of their gender, but men accounted for only 20% of our new starters in 2022/23.
We would also like to highlight that in our top quartile most of these staff are female, which shows that salaries, bonuses, and commission are performance based and not biased to one specific gender.
- Temporary Workers Engaged by FPR Group
There are differing factors effecting the temporary worker figures which include, temporary workers engaged across four specialist industry sectors, worker availability and in some cases the worker pay rates are determined by the businesses where they are assigned and specialism dependant on the industry, they work in.
- The combined totals of permanent employees and temporary workers
FPR Group is committed to ensuring 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
20th Feb 2024
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 26th March 2023).
It also captures the mean and median difference between bonuses paid to men and women at FPR Group in the year up to 26th March 2023 i.e for the 2022/23 performance year.
- GENDER PAY REPORT FOR PERMANENT STAFF IS ILLUSTRATED BELOW:
Pay & Bonus Gap
|
Difference in Mean Hourly Rate of Pay |
20.39% |
|
Difference in Median Hourly Rate of Pay |
30.22% |
|
Difference in Bonus Pay - Mean |
37.61% |
|
Difference in Bonus Pay – Median |
70.21% |
Proportion of colleagues awarded a bonus for 2022/23
|
|
MALE |
FEMALE |
|
Percentage of Employees who received bonus pay
|
100% |
84.62% |
Pay Quartiles
|
|
MALE |
FEMALE |
|
Upper Quartile (Q1) |
44.44% |
55.56% |
|
Upper Middle Quartile (Q2) |
44.44% |
55.56% |
|
Lower Middle Quartile (Q3) |
11.11% |
88.89% |
|
Lower Quartile (Q4) |
20.00% |
80.00% |
- GENDER PAY REPORT FOR TEMPORARY WORKERS IS ILLUSTRATED BELOW:
Pay & Bonus Gap
|
Difference in Mean Hourly Rate of Pay |
4.52% |
|
Difference in Median Hourly Rate of Pay |
4.92% |
|
Difference in Bonus Pay - Mean |
18.16% |
|
Difference in Bonus Pay – Median |
71.70% |
Proportion of colleagues awarded a bonus for 2022/23
|
|
MALE |
FEMALE |
|
Percentage of Employees who received bonus pay
|
6.44% |
9.15% |
Pay Quartiles
|
|
MALE |
FEMALE |
|
Upper Quartile (Q1) |
73.37% |
26.63% |
|
Upper Middle Quartile (Q2) |
62.94% |
37.06% |
|
Lower Middle Quartile (Q3) |
47.34% |
52.66% |
|
Lower Quartile (Q4) |
43.53% |
56.47% |
- GENDER PAY REPORT FOR PERMANENT AND TEMPORARY COMBINED IS ILLUSTRATED BELOW:
Pay & Bonus Gap
|
Difference in Mean Hourly Rate of Pay |
2.92% |
|
Difference in Median Hourly Rate of Pay |
5.45% |
|
Difference in Bonus Pay - Mean |
11.02% |
|
Difference in Bonus Pay – Median |
-107.48% |
Proportion of colleagues awarded a bonus for 2022/23
|
|
MALE |
FEMALE |
|
Percentage of Employees who received bonus pay
|
9.09% |
15.41% |
Pay Quartiles
|
|
MALE |
FEMALE |
|
Upper Quartile (Q1) |
66.29% |
33.71% |
|
Upper Middle Quartile (Q2) |
61.24% |
38.76% |
|
Lower Middle Quartile (Q3) |
50.28% |
49.72% |
|
Lower Quartile (Q4) |
55.31% |
44.69% |
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