Gender Pay Gap Report

Gender Pay Gap Report

Equal Pay and Gender Pay Gap

Policy Statement

Heathrow Truck Centre is committed to the principles of equal pay for all of our employees.
The Company aims to eliminate any gender bias in our pay and remuneration systems and
understands that equal pay between males and females is a legal right in accordance with
the Equality Act 2010.

The Company is committed to conducting pay audits in accordance with The Equality Act
2010. More importantly, the Company’s commitment to this area is underlined by
conducting these reports on an annual basis, analysing the results and taking specific action
based on the output.

Pay reviews compare the pay of men and women using the average difference in men’s and
women’s aggregate hourly pay. The aim is to identify any equal and/or gender pay gaps, and
to make recommendations that work towards closing any gaps that cannot be explained by
grounds other than gender.
The Company will review on an annual basis and develop action plans underpinned by the
key pillars of our People Strategy, with the underlying goals:
Leadership: We will articulate and embrace leadership and staff behaviours which support
our values and promote a diverse, inclusive and enabling culture.
Recruitment and Selection: We will build our brand as an employer of choice and develop
creative approaches to secure the best talent.
Learning and Development: We will develop career pathways to enable long-term
development, progression and succession planning.
Both the causes of gender pay inequity and the potential solutions are complex and varied
with many arguably outside the direct control of individual employers. Similarly there are
longstanding social patterns and perceptions that have led to certain occupations (e.g.
heavy manufacturing) being heavily dominated by one gender.
It is in the interests of the Company to ensure that we have fair and just pay and
remuneration systems to assist in attracting and retaining the best employees and to reduce
the equal pay gaps and overall gender pay gap.

Our gender pay objectives are to:

 Achieve greater equality in reward outcomes
 Positively promote the Company to improve successful female application rates
 Use standard principles in determination of appointing salary

 Equitable, fair and transparent policies and processes that support career
development.

The Company believes that inclusive and diverse teams at all levels will deliver greater
impact in our business. Placing diversity at the heart of workforce planning (encompassing
recruitment, promotion and succession planning) is vital to achieve a step change in our
staff profile, to build diverse teams at every level, and in every department.

The Company remains committed to fair and equitable remuneration and reward and this
will continue to be a fundamental element of all of our policies and processes.

2022 TO 2023 GENDER PAY GAP DATA
HEATHROW TRUCK CENTRE LIMITED

WOMEN’S HOURLY RATE IS

12.7%                    6.5%

LOWER                 LOWER

(mean)                 (median)

PAY QUARTILES

“Upper” quartile

92%                        8%

MEN                      WOMEN

“Upper middle” quartile

87%                        13%

MEN                      WOMEN

“Lower middle” quartile

88%                        12%

MEN                      WOMEN

“Lower” quartile

79%                        21%

MEN                      WOMEN

WOMEN’S BONUS PAY IS

60.3%                    5.2%

LOWER                 LOWER

(mean)                 (median)

WHO RECEIVED BONUS

54.5%                    71.4%

OF MEN                               OF WOMEN

 

2021 TO 2022 GENDER PAY GAP DATA
HEATHROW TRUCK CENTRE LIMITED

 WOMEN’S HOURLY RATE IS

 16.9%                                        16.2%

LOWER                                     LOWER

(mean)                                    (median)

PAY QUARTILES

“Upper” quartile

 97.3%                                           2.7%

 MEN                                          WOMEN

“Upper middle” quartile

85.1%                                            14.9%

MEN                                            WOMEN

“Lower middle” quartile

 76.7%                                            23.3%

  MEN                                          WOMEN

“Lower” quartile

   77%                                              23%

   MEN                                         WOMEN

WOMEN’S BONUS PAY IS   

  66.8%                                          16.7%

 LOWER                                       LOWER

 (mean)                                      (median)

WHO RECEIVED BONUS

  57.6%                                           73.5%

OF MEN                                    OF WOMEN

2020 TO 2021 GENDER PAY GAP DATA
HEATHROW TRUCK CENTRE LIMITED

WOMEN’S HOURLY RATE IS

  9.5%.                                            17.1%

LOWER                                         LOWER

(mean)                                         (median)

PAY QUARTILES

“Upper” quartile

  91.9%.                                            8.1%

   MEN                                            WOMEN

“Upper middle” quartile

   93.7%                                            6.3%

   MEN                                            WOMEN

“Lower middle” quartile

   74.2%                                            25.8%

   MEN                                           WOMEN

“Lower” quartile

    81%                                                19%

   MEN                                            WOMEN

WOMEN’S BONUS PAY IS

   65.2%                                              9.6%

  LOWER                                           LOWER

  (mean)                                          (median)

WHO RECEIVED BONUS

    53.3%                                             71.7%

  OF MEN                                      OF WOMEN

2019 TO 2020 GENDER PAY GAP DATA
HEATHROW TRUCK CENTRE LIMITED

WOMEN’S HOURLY RATE IS

   14.3%                                               13.0%

  LOWER                                            LOWER

  (mean)                                            (median)

PAY QUARTILES

“Upper” quartile

   93.0%                                                 7.0%

   MEN                                               WOMEN

“Upper middle” quartile

    93.0%                                                7.0%

    MEN                                              WOMEN

“Lower middle” quartile

    79.2%.                                              20.8%

    MEN                                              WOMEN

“Lower” quartile

    83.1%                                               16.9%

    MEN                                              WOMEN

WOMEN’S BONUS PAY IS

   76.6%                                                40.3%

  LOWER                                             LOWER

  (mean)                                            (median)

WHO RECEIVED BONUS

   54.6%.                                              52.4%

 OF MEN                                        OF WOMEN