Gender Pay Gap
Reporting

Introduction

We are committed to ensuring we provide and maintain a diverse and inclusive workplace that provides equal opportunities to all employees irrespective of gender or other diversity based factors such as, but not exhaustively, ethnicity, nationality or mobility.

In order to support the further development of our equality initiatives, we have been reviewing our current recruitment, promotion and career development platforms for our current and future employment populations.

This is enabling us to identify improvements in our policies, procedures and strategic workforce planning initiatives to ensure we are as a business promoting, and enabling all our people to achieve their optimum potential through open, accessible opportunities and supportive and structured career development, promotion and succession plans.

The 2019 Findings

EBP

This year’s Gender Pay Gap report identifies that there remains a pay gap between male and female colleagues across all reported items, but that female earnings are on average higher in most categories, with the gap marginally increasing compared to the previous year. However, the female population remains significantly under-represented across the Company.

Profiles

This year’s Gender Pay Gap report identifies that whilst there is a pay gap between male and female colleagues across all reported items, with male earnings on average higher, the gap has narrowed compared to the previous year. However, the female population remains significantly under-represented across the Company, especially in the higher paid quartiles.

Therefore, in relation to the disparity of gender profiling, we have been implementing a revised internal promotions and recruitment policy to ensure:

  • All Group wide promotion opportunities across our supervisory and managerial and senior managerial vacancies, are advertised internally on our website, through our staff communications portals and as part of briefings and staff updates.
  • Female applicants for all such positions are given an automatic right to interview to ensure greater opportunity and encouragement of internal promotion and cross departmental shift.
  • All Group wide promotion opportunities across our supervisory and managerial and senior managerial vacancies, are advertised internally on our website, through our staff communications portals and as part of briefings and staff updates.
  • Female applicants for all such positions are given an automatic right to interview to ensure greater opportunity and encouragement of internal promotion and cross departmental shift.

We expect this policy will send a positive signal to potential applicants and the wider managerial and leadership communities, that improving diversity is a value our business wholly supports and enforces. We will also include as part of a new management development program currently being introduced across our business, further training for conscious and unconscious bias awareness.

The full reports can be found below

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Gender Pay Report 2019 - EBP

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Gender Pay Report 2019 - Profiles

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Gender Pay Reporting - Eurocell Building Plastics Ltd

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Gender Pay Reporting - Eurocell Profiles Ltd

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