TIMET UK Ltd - Gender Pay Gap Reporting 2017


Gender Pay Gap Reporting 2017

Following the introduction of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, employers with 250 or more employees must publish specific figures about gender pay gap as a legal requirement.  The gender pay gap is the average difference between a man's and a woman's remuneration.

The Organisation

TIMET UK Ltd is the premium supplier of titanium product in the aerospace industry. On 5th April 2017 the company had 653 employees based across the 2 UK locations at Swansea and Birmingham.
The employee demographics in relation to male and female, on the snap shot date, 5th April 2017, was made up as follows:

Our results

Our results have been calculated in line with the Gender Pay Reporting Regulations which have been set out as follows:

  • mean gender pay gap in hourly pay
  • median gender pay gap in hourly pay
  • mean bonus gender pay gap
  • median bonus gender pay gap
  • proportion of males and females receiving a bonus payment
  • proportion of males and females in each pay quartile

Our data has been calculated using the pay period that includes the snap shot date for the hourly pay information and the year up to and including the snap shot date for the bonus calculations.

Mean Gender Pay gap in hourly pay
This is the difference between the mean (average) hourly rate of pay of male full-pay relevant employees and that of a female full-pay relevant employee.  All employees are included in this calculation.

 

Median Gender Pay gap in hourly pay
This is the difference between the median (middle) hourly rate of pay of male full-pay relevant employees and that of a female full-pay relevant employee.  All employees are included in this calculation.

 

The results for both of these are shown below:

Mean Gender Bonus gap
This is the difference between the mean (average) bonus pay paid to male relevant employees and that of a female relevant employee.  All employees are included in this calculation.

Median Gender Bonus gap
This is the difference between the median (middle) bonus pay paid to male relevant employees and that of a female relevant employee.  All employees are included in this calculation.

Proportion of males and females receiving a bonus payment

All employees are included in these calculations.

Proportion of males and females in each pay quartile

 

This is the proportions of Male and Female relevant employees in the lower, lower middle, upper middle and upper quartile pay band.  All employees are included in these calculations.

Lower: the female % in this quartile is higher as we have a number of part time workers that are female.

 

Lower & Upper Middle: these 2 quartiles are made up of predominantly shift workers.

 

Upper: there were no females in a Director position and very few in senior manager positions which is reflected in the figures.

 

Pledge

 

TIMET UK Ltd are committed to continue to recruit fairly and to ensure data is published in accordance with the regulations.

Signatures