Legal
Gender Pay Gap Report
Snapshot date: 2nd April 2024
As an Employee Ownership Trust operating in a typically male-dominated industry, we take the responsibility to treat all of our employees fairly and equally, endeavouring to address these disparities with transparency wherever they arise.
We believe that diversity of gender, race, religion, ability and other characteristics brings benefits not only to Getech, but also to our customers, service provision and wider communities. We are fully committed to and have always provided Equal Pay, which means being paid equally for the same/similar work. This report identifies the potential ‘Pay gap’, which is the difference in the average pay between two groups.
As a Small to Medium Enterprise (SME) with under 250 employees, Getech is not obliged to publish a Gender Pay Gap report, however, we feel that to ensure transparency and engender trust with our customers, we have opted to collate and publish a Gender Pay Gap report.
Introduction
In April 2024, Getech’s workforce consisted of 82 employees with a breakdown of 29 Female and 53 Male employees (35:65%). Due to the smaller number of employees at Getech compared to larger companies, the gender figures at all levels may be subject to significant changes due to the recruitment of a single individual.
This report is based upon the gender pay gap reporting guidance provided by the UK government and uses the defined methodology for calculating the difference in pay between female and male employees. As our first year of reporting these figures, we will in future years be providing annual comparisons.
Hourly Pay Gap
The mean is the average, or the total of all hourly rates, divided by the number of employees. The medium is the middle value, or the midpoint of hourly rates.
For Getech, the mean pay gap per hour equates to 4.25%, which indicates that the average hourly rate across the whole company differs with females earning 4.25% less per hour than males.
The midpoint hourly rate across the whole company differs with females earning 4% less per hour than males, likely due to the slightly higher number of males in higher-paid roles.
| Region | Mean | Median |
|---|---|---|
| UK-wide | 13.2% | 14.3% |
| East of England | 14.2% | 15.1% |
| Suffolk | 11.9% | 14.5% |
| IT Sales Sector1 | 22.2% | 19.8% |
| Getech | 4.25% | 4% |
Pay Quartile by Gender (%)
Pay Gap by Quartile
The Pay gap by quartile is a breakdown of the percentages of females to males within each quartile band (the range of salaries within the company split into four equal bands.
As a percentage ratio, 35% of Getech employees are female and 65% are male. However, as this does not directly reflect the hourly pay gap, it can be deduced that there is a larger proportion of females towards the top of each of these quartile bands.
Recommendations
Getech believes that reducing the gender pay gap is not only a matter of fairness and equality, but also of economic and social benefit. A more balanced and diverse workforce can improve productivity, innovation and customer satisfaction, as well as enhance our reputation as a fair and transparent technology partner.
To achieve this, employers need to take action to address the underlying causes and drivers of the gender pay gap, such as:
- Promoting a culture of equality, diversity and inclusion where all staff are valued, respected and rewarded for their contributions and where gender stereotypes, norms and expectations are challenged and changed.
- Reviewing and improving our policies and practices on recruitment, promotion, performance management, training and development, pay and reward, to ensure that they are fair, inclusive and free from bias and discrimination.
- Encouraging and supporting more women to enter and progress in male-dominated roles and more men to enter and progress in female-dominated roles, by providing mentoring, coaching, sponsorship and role models.
- Monitoring and evaluating the impact and effectiveness of the action plan and reporting on the results and achievements, both internally and externally, clearly and honestly.
Other potential improvements which are being considered by the Getech Senior Leadership Team include:
- Enhancing the provision and uptake of flexible and agile office-based working arrangements for all staff, regardless of their gender, seniority, or role, to continue to improve productivity and customer experience, whilst ensuring that they do not negatively impact their pay, career development, mental health or work-life balance.
- Conducting a comprehensive and transparent analysis of their pay data and identifying the factors that contribute to the gap, such as occupational segregation, vertical segregation, pay discrimination and bonus disparities.
- Developing and implementing a gender pay gap action plan that sets clear and measurable objectives, targets and timelines and assigns responsibilities and accountability for delivering them.
- Engaging and consulting with staff, trade unions, employee networks and other stakeholders on the issues and solutions related to the gender pay gap and communicating regularly and openly on the progress and outcomes of the action plan.