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.

We are committed to providing a workplace where job opportunities are available for everybody, regardless of gender, and that men and women are paid equally for the work they undertake. Creating a progressive and inclusive workplace is a key objective for Encirc and we believe these commitments will bring positive change across our business. We will continue to embrace gender diversity and equal opportunities for all, not only at Encirc, but across the industry as a whole.

The information set out below is accurate and calculated in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017:

Main Gender Pay Figures:

• Women’s median hourly pay was 9.5% lower than men’s
• Women’s mean (average) hourly pay was 8.4% lower than men’s

Pay Quarters
In our organisation women made up:

• 15.2% of employees in the upper hourly pay quarter (highest paid jobs)
• 13.7% of employees in the upper middle hourly pay quarter
• 14.2% of employees in the lower middle hourly pay quarter
• 33.3% of employees in the lower hourly pay quarter (lowest paid jobs)

Bonus Pay

• Women’s median bonus pay was 15.1% lower than men’s
• Women’s mean (average) bonus pay was 24.8% lower than men’s
• 61.5% of women and 66.1% of men received bonus pay