Policy & Sustainability Pages
Introduction and Overview
The UK Gender Pay Gap Regulations require employers with over 250 employees to report their gender pay gap. The report allows for an analysis of any differences in average earnings between males and females, irrespective of their role, length of service or seniority.
As of 5th April 2022, The Encore Group (Encore) employed 289 people over 3 sites in the UK. We are a manufacturer of printed envelopes and packaging, supplying a diverse client base.
Of the 289 employed, 90 are female (31%) and 199 are male (69%).
Gender Pay Gap in Hourly Pay
- Our mean gender pay gap is 10.5%.
- Our median gender pay gap is 11.6%.
At 10.5%, Encore’s mean gender pay gap has improved in comparison to last year when it was 11.6%. It also shows that this is continually improving year on year. It is also considerably lower than the UK gender pay gap among all employees of 14.9%.
Our gender pay gap is not an equal pay issue as we know that across our business, men and women are paid equally for performing equivalent jobs and roles.
Bonus Gender Pay Gap
- Our mean bonus gender pay gap is 13.4%.
- Our median bonus gender pay gap is 11.1%.
Our mean bonus gender pay gap is driven primarily by having more men than women employed across the business.
The bonus is an annual scheme where all staff have the opportunity to earn a bonus and most staff get the same amount paid to them. Gender is not a factor in this.
Proportion of Males & Females Receiving a Bonus Payment
- 78% of women received a bonus payment.
- 81% of men received a bonus payment.
As previously stated, all staff have the opportunity to earn a bonus; gender is not a consideration.
Pay Quartiles
| No. of Female Staff | No. of Male Staff | % Female | % Male | |
| Upper Quartile | 7 | 65 | 9.7% | 90.3% |
| Upper Middle Quartile | 22 | 50 | 30.6% | 69.4% |
| Lower Middle Quartile | 35 | 37 | 48.6% | 51.4% |
| Lower Quartile | 26 | 47 | 35.6% | 64.4% |
The fact that the lower pay quartile is majority male confirms that we are not paying women less than their male colleagues or giving women the “lowest paid” jobs.
However, the upper quartile shows that we employ a significantly higher number of males. This is primarily driven by having more men than women in senior or specialist roles which naturally carry higher salaries.
Conclusion
Equality and Diversity are very important to Encore and we are a diverse organisation in relation to both gender and other characteristics. We remain committed to ensuring fairness and gender equality throughout the organisation so that equal opportunities exist for all our staff based on their job role and their performance.
A gender pay gap does not necessarily indicate unequal pay within an organisation. We are satisfied that men and women are paid equally for performing equivalent jobs and roles.
However, we do acknowledge that our Gender Pay Gap is driven by a lack of women in senior or specialist roles. Development of our key competencies (for all roles) has started to help address this balance.
I verify that the data provided in this report is accurate and correct to the best of my knowledge.
Gary Joyce
Financial Director