Gender Pay Analysis

Gender Pay Gap 

The company’s workforce totalled 71 employees on the 30 June 2025. This comprises of 53 males and 18 females. While this represents the current imbalance typical of the automotive sector, the data confirms the significant opportunity for the company to enhance female representation to achieve a more diverse and competitive talent pool.

The Figures 

The emphasis on bonuses and commissions as a percentage of total remuneration is typical of the industry.

% of male employees who were paid bonus remuneration & % of female employees who were paid bonus remuneration

Male 23%

Female 28%

 

% of male employees who received benefits in kind and % of female employees who received benefits in kind

Male 21%

Female 33%

 

Mean hourly remuneration gap    0%

Median hourly remuneration gap 3%

 

Lower remuneration quartile pay band

Male 76%

Female 24%

 

Lower middle remuneration quartile pay band

Male 67%

Female 33%

 

Upper middle remuneration quartile pay band

Male 83%

Female 17%

 

Upper remuneration quartile pay band

Male 72%

Female 28%

 

Mean hourly remuneration gap of part-time employees 5%

Median hourly remuneration gap of part-time employees 1%

There is a relatively balanced spread across the quartiles; the upper middle quartile is somewhat out of balance.

 

Key Measurable Actions 2025: 

• We are committed to a fair and balanced opportunity for every applicant. This means we are working to make sure our systems are fair for everyone and that our job adverts welcome all applicants, regardless of gender. The organisation will track and analyse our hiring data to monitor gender balance throughout the recruitment process. This allows us to identify and remove any roadblocks in our selection procedures, ensuring maximum fairness for all candidates.
• Where feasible, shortlists and interview panels for vacancies will reflect a balance of genders. This aims to reduce the likelihood of unconscious bias influencing candidate assessment.