Gender Pay Statement
We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employee data.
We are required to publish the results on our own website and the government gender pay website. We will do this within one calendar year from April 5th each year.
We can use these results to assess:
the levels of gender equality in our workplace.
the balance of male and female employees at different levels.
how effectively talent is being maximised and rewarded.
The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.
Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and weekly PAYE payroll records.
Findings for 2022
1 | Average gender pay gap as a mean average | | 11.51% |
2 | Average gender pay gap as a median average | | 11.68% |
3 | Average bonus gender pay gap as a mean average | | 0.0 % |
4 | Average bonus gender pay gap as a median average | | 0.0 % |
5 | Proportion of staff eligible for bonus, actually received it | Male - 0% | Female - 0% |
6 | Proportion of men and women in the four banded pay groups | Male | Female |
| Upper quarter | 95.10% | 4.90% |
| Upper middle quarter | 89.32% | 10.68% |
| Lower middle quarter | 85.44 | 14.56% |
| Lower quarter | 74.76% | 25.24% |
Summary for 2023
Linsco is an equal opportunities employer and has a spread of external construction temporary workforce working on our clients behalf, of which 93% are male and 7% are female.
We cannot affect the rates that clients offer to workers on short term assignments, and that has an affect on our ability to make change in the temporary workforce pay gap.
The majority of our construction industry workers are male, something which we are inherently affected by and have little effect of changing.
In respect of the control we have over this with our own internal staff, all trainees and new internal staff are recruited and trained, inducted in line with our discrimination and gender polices, which can be viewed upon request.
We strive to continually improve our gender gap and will publish the results again for April 2024 as requirement of the government initiative into equal pay.