All organisations employing 250 or more employees must publicly report on its gender pay gap. The gender pay gap shows the difference in earnings between all male and female employees in an organisation as at 5th April 2017.
We are required to report in six different ways;
The results for Fairhurst are as follows:
. Mean Median
Gender Pay Gap 19.0% 21.0%
Bonus Pay Gap -14.5% -24.9%
A positive percentage figure means that overall, female employees have lower pay or bonuses than male colleagues. A negative figure means that overall male employees have lower pay or bonuses than female colleagues. The roles and responsibilities of individual employees does not feature in the calculation of the percentage comparisons.
Proportion of male employees receiving a bonus: 14.4%
Proportion of female employees receiving a bonus: 3.6%.
The proportions of males and females in each quartile band are as follows:
Band Males Females Quartile
A 55.3% 44.7% Lower
B 74.0% 26.0% Lower-Middle
C 83.7% 16.3% Upper-Middle
D 84.6% 15.4% Upper
While Fairhurst operates in a historically male-dominated industry, we are confident that men and women are paid equally for doing equivalent jobs across our firm.
The narrowing gap in proportions of male and female employees in the Lower and Lower-Middle quartiles demonstrates the progressive change away from the historically male-dominated industry.
Principles of non-discrimination are enshrined in Fairhurst’s recruitment and promotion procedures. All recruitment and promotion decisions are made on merit.
I confirm that data contained in this report is accurate.