WHAT IS THE GENDER PAY GAP REPORT AND WHY DO WE PUBLISH IT?
The gender pay gap report is the measure of the difference in average hourly rate of pay between all men and all women across an organisation, regardless of their role, level, length of service or location and any other differentiating factors. It is distinct from equal pay, which is about ensuring that men and women are paid the same for carrying out equal work.
Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, employers in the U.K. with 250 or more employees are required to publish a gender pay gap report. The legislation requires employers to carry out certain calculations to show the difference between male and female earnings across the organisation.
Gulfstream Aerospace Limited provides service support for the world's finest business aircraft. A culture of inclusion is vital for our business and for our diverse customer base. We are committed to working to reduce or eliminate any pay gap that exists.
THE SIX METRICS REQUIRED BY THE LEGISLATION
Our gender pay gap reporting is a critical step in our plans to recruit and develop a diverse workforce. Our figures are based on the snapshot date of 5 April 2019:
- 1. The difference in the mean pay for full-pay men and women for the company is 30%.
- 2. The difference in the median pay for full-pay men and women for the company is 34%.
- 3. The difference in mean bonus pay for men and women for the company is 86%.
- 4. The difference in median bonus pay for men and women for the company is 25%.
- 5. The proportion of male employees in the company receiving a bonus is 96% and the proportion of female employees in the company receiving a bonus is 98%.
- 6. The proportion of full-pay men and women in each of the four quartile pay bands in the company is as follows:
Upper middle quartile
Lower middle quartile
WHAT ARE THE UNDERLYING CAUSES OF OUR GENDER PAY GAP?
Under the law, men and women must receive equal pay for:
- the same or broadly similar work;
- work rated as equivalent under a job evaluation scheme; or
- work of equal value.
We are committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We welcome difference and celebrate diversity.
A gender pay gap can be driven by a number of factors, including a lack of women in senior positions. Our analysis suggests that our gap (pay and bonus) is primarily due to the distribution of men and women within different types of jobs. As an example, a higher proportion of our skilled trade jobs are populated by men while women are more represented in support roles such as customer service, accounts and administrative roles. This distribution currently reflects the national workforce.
As well as paying more, the skilled trade jobs have more potential for additional pay in the form of license incentives and shift premiums. As our annual bonus is calculated as a fixed percentage, the lower paying positions will tend to receive a smaller total bonus payment, and for a small number of employees, commission is paid as an incentive.
WHAT ARE WE DOING TO ADDRESS OUR GENDER PAY GAP?
The aerospace industry faces challenges when attempting to recruit women into skilled trade roles due to an underrepresentation of women choosing to study the necessary courses required for skilled trade jobs. We encourage all of our employees to develop and grow through a range of training and other learning opportunities. To address the gender pay gap at company level, we will continue to support the skill development of women through our tuition reimbursement program whilst continually looking at further strategies to improve female representation in the longer term.
The data in this report has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and the information provided in this report is accurate.