Gender pay gap reporting

Gender Pay Gap Reporting was introduced as a requirement for employers with at least 250 employees to publish data in relation to their workforce. Employers are now required to calculate and publish the extent of the hourly pay gap between male and female employees, as well as the gender bonus gap and the proportion of employees in each pay quartile.

As a socially responsible employer, we actively welcome the opportunity to publish our gender pay gap data in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Employers are required to collect pay data on the snapshot date of 5 April on an annual basis and publish these figures within twelve months of this date. The figures that employers require to publish are as follow:

• The difference in mean hourly rate of pay between male and female employees;
• The difference in median hourly rate of pay between male and female employees;
• The difference in mean bonus pay between male and female employees;
• The difference in median bonus pay between male and female employees;
• The proportion of male and female employees receiving bonus pay; and,
• The proportion of male and female employees in each pay quartile.

Gender pay gap reporting is not about equal pay between men and women doing the same job – this practice has been illegal for a number of decades. Instead, it’s a broad measure of gender equality in the workplace. A gender pay gap may exist within an organisation for a number of reasons, and the statutory requirement for reporting may help to identify this.

The statistics and data collected for the purposes of this report were collected in accordance with the methodologies set out in the Statutory Regulations. Additional reference was made to the ACAS Gender Pay Gap Reporting guidelines where appropriate. Care was taken to ensure that all data presented in this Report was correct at the relevant snapshot date of 5^th April 2018.

Overall Findings

The details below are presented to highlight the information for those entities that we are legally required to report. However we welcome this opportunity to provide results on the group as a whole.  

Results

Note 1: A ‘-ve’ result indicates that the results are in favour of female employees.

Note 2: The results above relating to Gender Pay Gap relate to information during April 2018.

Note 3: The results above relating to Bonus Gap relate to bonus information between April 2017-March 2018.

Group Employee Numbers

Group Quartile Banding

We are committed to transparency and ensuring fairness for all employees across the Group. In addition to publishing the data for Enva Scotland Limited and Enva England Limited as required we have published our Gender Pay Gap results for Enva at a Group level and will continue to review and report on Gender Pay Gap data across the Group. Where the data points to anomalies or shortcomings in our commitment to gender equality we will address the underlying issues.

Signed, for and on behalf of Enva:

Tom Walsh
Chief Executive Officer