INTRODUCTION

All companies with 250 or more employees are now required to publish their gender pay gap under new legislation that came into force in April 2017. This report contains Alten LTD’s statutory disclosure of the gender pay gap.

Since April 2017, employers have to publish the gap in pay between men and women on both a median basis (pay per hour based on the person ‘in the middle’ of the distribution of pay) and a mean basis (average hourly salary).

In addition, employers are required to disclose the distribution of gender by pay quartile – in other words, splitting the workforce into four groups based on their pay and showing the proportion of men and women in each group.

Employers are also required to disclose percentages of staff receiving bonuses by gender and the gender gap on bonuses. 

This report contains the following six pieces of gender pay gap reporting information:

1. Mean gender pay gap in hourly pay
2. Median gender pay gap in hourly pay
3. Proportion of males and females in each hourly pay quartile
4. Mean bonus gender pay gap
5. Median bonus gender pay gap
6. Proportion of males and females receiving a bonus payment

OVERVIEW

At the time of the snapshot (5 April 2022) the ratio of men to women was 84.6% men vs 15.4% women.

Gender Pay Gap

• The average hourly pay of women is 7.84% lower than the men.
• The median hourly pay of women is 8.08% lower than the men.

Bonus Pay Gap

• The average bonus pay of women is 58.81% lower than the men
• The median bonus pay for women is 3.72% lower than the men.

• Portion of males receiving bonus payments is 22.09%
• Portion of females receiving bonus payments is 30.33%

Gender Pay Gap using hourly pay: 

• The percentage of women in each pay quarter:

QUARTILES	MEN	WOMEN
1st UPPER	88.38%	11.62%
2nd UPPER-MIDDLE	86.36%	13.64%
3rd LOWER MIDDLE	81.31%	18.69%
4th LOWER	82.32%	17.68%

This report has been updated in April 2023.