On 5^th April 2017, new regulations came into effect meaning that all employers with 250 employees or more must publish their gender pay gap data annually.

The gender pay gap measures the difference between the average pay of all men and women in a company.

This should not be confused with unequal pay, which is a different measurement. Unequal pay is when one gender is paid less than the other for the same work. Unlike the gender pay gap, which measures the difference in earnings at the company level, this is calculated by comparing the pay of employees on a case by case basis.

Since our inception in 2004, we’ve been committed to fairness, equality and inclusion in the workplace. We pride ourselves at Advantis on being a place where people can build a career on their own merits, regardless of their background, and we’re 100% committed to providing our staff with equal opportunities, skills and rewards to do just that.

As part of our ongoing commitment to gender equality, in 2016 we introduced salary schemes for the majority of roles in the business, ensuring that pay is based solely on merit, not gender and allowing transparency for all. We are confident that men and women are paid equally for doing equivalent jobs across our business, however we also regularly review pay structures internally to monitor and maintain this.

Our analysis of the gender pay gap at Advantis shows that it is largely driven by the fact that there are more men in senior higher-paid roles within the business. It is also true that different areas in our business historically attract a higher proportion of females or males, particularly where flexible working is concerned. When looking at our Mean bonus gap it is predominantly driven by there being more men in senior roles with bonuses, however our Median bonus gap is negative due to a higher number of women in mid-level roles with bonuses.

It is worth noting however, that both our Median (2.7%) and Mean (10.4%) pay gap for 2017 are far lower than the provisional 23.7% Median private sector national figure and the 21.1% Mean private sector national figure published by the Office for National Statistics in October 2017.

Moving forward, throughout 2018 and beyond, we will continue to take action to address any gaps and to make sure our policies and practices are fair and inclusive. This will include:

• Reviewing our recruitment and selection processes to ensure we are attractive to both female and male applicants for all roles advertised, both internal and external
• Actively reviewing performance, pay and bonus throughout the business

The Gender Pay Gap figures below follow the latest methodology set by the UK Government and cover the period April 2016-2017 for Advantis, comparing what all male and female colleagues are paid on average across the business and measuring the difference between male and female averages. We believe that it is important for all companies to be transparent about pay, and that by doing this, progress will be made in bridging the pay gap that exists in the UK today.

Advantis Gender Pay Gap Figures 2016/17

 

Mean pay gap	10.4%
Median pay gap	2.7%
Mean bonus gap	66.9%
Median bonus gap	-16.2%
	Male	Female
Proportion of different genders receiving bonus payment	35.1%	26.2%
Proportion of different genders in quartile 1	39.1%	60.9%
Proportion of different genders in quartile 2	47.8%	52.2%
Proportion of different genders in quartile 3	47.8%	52.2%
Proportion of different genders in quartile 4	55.1%	44.9%