We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This involves carrying out calculations that show the difference between the average earnings of men and women in our organisation.
The gender pay gap is not the same as equal pay. Equal pay at Encirc ensures that men and women receive the same pay for carrying out the same jobs. The gender pay gap is an average figure for all employees at Encirc, regardless of seniority.
The container glass manufacturing industry has traditionally been one that has been very much male-dominated. This is no different at Encirc, and while we are addressing this, our gender balance remains uneven and that is reflected in the below gender pay gap information.
We are pleased to report that the gender pay gap in Encirc has decreased from our first submission. We have continued to push to recruit more women into our workplace, and 18% of our workforce are female. This is still significantly higher than the average in our industry but we recognise the need to do more. In 2018 we launched a new set of company values, with associated behaviours. Through the adoption of the values, we aim to change our culture and move Encirc towards becoming a great place to work.
We are also firmly focused on becoming an employer of choice by providing our employees with a workplace that prioritises wellbeing and inclusion, and this was recognised in 2017 when our Northern Ireland business became “Core accredited” by Business in the Community.
We will continue to leave no stone unturned in creating a diverse business that is a great place to work for all.
James Currie, HR Director
Breakdown of numbers required by the Gender Pay Gap Report
· Total number of employees employed on 5th April 2018 was 1242. 81.9% were male and 18.1% female.
· The mean gender pay gap as at 5th April 2018 was 15.6%
· The median gender pay gap as at 5th April 2018 was 19.5%
· The proportion of men and women in the upper quartile as at 5th April 2018 was 85.7% male and 14.3% female
· The proportion of men and women in the upper middle quartile as at 5th April 2018 was 91.3% male and 8.7% female
· The proportion of men and women in the lower middle quartile as at 5th April 2018 was 82.5% male and 17.5% female
· The proportion of men and women in the lower quartile as at 5th April 2018 was 65.9% male and 34.1% female
· The gender bonus gap mean figure for the 12 month period preceding 5th April 2018 was 38.6%
· The gender bonus gap median figure for the 12 month period preceding 5th April 2018 was 25.8%