In accordance with Gender Pay Gap Reporting Regulations, any UK organisation employing 250 or more employees has to report on its gender pay gap:
the mean and median gender pay gaps
the mean and median gender bonus gaps
the proportion of men and women who received bonuses
the number of males and females according to quartile pay bands
Equal pay looks at pay differences between people carrying out the same or comparable work but the gender pay gap is the difference in the average earnings between men and women regardless of the roles they perform. Fortel is confident that it pays broadly equally for work of equal value.
Fortel actively promotes a diverse workforce regardless of gender, race, age, sexual orientation or disability. The Company is an Equal Opportunities Employer, Disability Confident Employer and a Black and Minority Employer.
The company has reported a median gender pay gap of 13.2% and a mean gender pay gap of -17.8%. A median gender bonus gap of -33.3% and mean gender bonus gap of 76.7%.
Females and Males in each Quartile:
Females = 3.7
Males = 96.3
Upper Middle Quartile
Females = 2.0
Males = 98.0
Lower Middle Quartile
Females = 0.8
Males = 99.2
Females = 1.6
Males = 98.4
The proportion of Males receiving bonuses was 16.4% and the proportion of Females receiving bonuses was 37.5%.
This report demonstrates the steps taken by Fortel to genuinely address any pay gaps. The Company will continue building on its family friendly and flexible working policies and will continue to support women returning to work.
We will continue to explore how to attract more women into the organisation by reviewing our recruitment and talent retention practices in order to create a more even gender balance; especially in more senior roles. Fortel has seen success in recruiting more women through its apprenticeship programmes.
We are committed to making sure all of our employees are rewarded equally and fairly, irrespective of gender.