Following our voluntary publication of our Gender Pay Gap, I am proud to be publishing our second ever Gender Pay Gap report.
HML Group’s gender pay gap of 17.5% for 2017/18 is below the National Average pf 18.4% and shows a year on year reduction of 1.92%. Although the gap is still considered to be too high, one must remember that the strategy to close this gap is a long term one. If we continue to reduce by this %, HML Group will reach our target.
The Mean Gender Bonus gap of has reduced significantly to 52% which represents a reduction in this gender gap of 22%. Our pay quartiles demonstrate where the hard work should be focused. In Quartile 2, 3 and 4 there is no gender pay gap. Our females in these quartiles are paid slightly more than their male counterparts.
HML’s highest pay quartile remains where our underlying challenges exist. HML is aware of underrepresentation of women in positions of leadership and highly paid roles is the only reason for our gender pay gap. There has been no change (year on year comparison) within the top 20 paid roles across HML Group as still only 15% are filled by females.
Whilst it is acknowledged that there is much hard work to be done to achieve the aim of a 50:50 gender balance by 2025 (within a 5% tolerance) I can be assured that we are heading in the right direction. Our biggest challenge remains in balancing our top quartile of staff.
Rob Plumb CEO, HML Group.
Read our Gender Pay Gap Report 2017-2018 for more information and how we intend to achieve our objectives.