With over 25 years of fleet management experience, SMH is recognised by the UK motor industry for its trusted reputation and for consistently delivering the highest standards in vehicle management and logistics.
We strive to make our company and industry appealing to women in all that we do, promoting inclusivity at every stage. Operating in a traditionally male-dominated sector, we are conscious of the need to break down certain barriers and pre-conceptions and, whilst we recognise there is much more we can do, we certainly feel that we are making encouraging progress.
The progression of women in our organisation is fundamental to closing of the gender pay gap. Over recent years we have seen the number of women in managerial and specialist roles increase significantly. Notable examples of this are:
of our Vehicle Delivery Managers are women and represents a sharp increase over the last 3 years.
of our senior managers are women, in roles which include finance, workshops and customer service.
The Gender Pay Gap Reporting requirement has provided our business with an opportunity for reflection: to look at the achievements we have made but also to focus on the future and where we can improve.
What is the Gender Pay Gap?
The gender pay gap is the percentage difference between average hourly earnings for men and women.
This is different to Equal Pay which means that men and women in the same employment performing equal work must receive equal pay.
Across the UK, men earned 18.4% more than women in April 2017, according to the Office for National Statistics.
Employers with more than 250 employees are now required to report our gender pay gap data annually.
There are six calculations to carry out, and the results must be published on the employer's website and a government website within 12 months. Where applicable, they must be confirmed by an appropriate person, such as a chief executive.
What is our Gender Pay Gap?
SMH Fleet Solutions Gender Pay Gap as a Mean Average
The Gender Pay Gap as a Median Average at SMH Fleet Solutions
What is our Bonus Gap?
|The difference between the mean bonus pay paid to male and female employees||
|The difference between the median bonus pay paid to male and female employees||
|Proportion of males receiving a bonus payment||
|Proportion of females receiving a bonus payment||
This shows the proportion of male and female employees in four quartile pay bands, which is done by dividing the workforce into four equal parts.
Proportion of males and females in each quartile pay band
|Upper middle 25%||72.37%||27.63%|
|Lower Middle 25%||50.67%||49.33%|
Why is there a Gender Pay Gap?
As an industry, nearly 1.5m people work in transport and logistics in the UK. But less than a quarter of these employees are female, according to the UK Commission for Employment and Skills (UKCES). The automotive industry is also male-dominated and more could be done to attract women into this field.
Another factor that affects the gender pay gap is that women tend to work in occupations which offer lower salaries. Our chart below shows a higher proportion of women than men working in sectors such as administration and at a lower proportion at senior management/director level.
The fewer females at Director and senior management level also explains the mean bonus gap, as well are more females working part-time and receiving a pro-rata amount. There are also more males working in areas of the business that receives a productivity bonus.
It was encouraging to see that there were an equal proportion of males and females in the workforce receiving a bonus.
Our commitment to closing the Gender Pay Gap
On the reporting date, women accounted for 36% of our overall workforce; we need to proactively increase women’s representation in our business and actively attract more women to join us. We aim to do this through our recruitment strategy using careful job design and making appropriate changes to job titles, the removal of industry ‘jargon’ from our advertising and profiling the many successful women in our organisation. For our recruiting managers, we will ensure they are supported to make robust recruitment decisions which foster inclusivity and diversity as a way of strengthening our business.
We will further develop our succession planning and talent management systems to ensure that both are recognising the contribution, ability and skills of women in all parts of our business, performing regular audits of both to ensure that both women and men are well-represented.
Through training, we will nurture the talent of our women with the aim of developing their skills and abilities to take on new challenges, enabling them to move into more senior roles and break through into traditionally male-dominated and specialist positions.
We will monitor recruitment statistics to ensure that we are attracting more women to our company and industry and especially so in managerial or specialist roles.
We will explore ways that we can increase part-time, flexible working and job-shares.
Through our graduate and apprentice schemes, we will aim to attract more women into the business at a grass roots level and engage with our suppliers to help us achieve more balanced representation in these schemes.
Whilst our bonus data reports that women who were eligible for a bonus in 2017 is roughly equivalent to men, there is a significant reduction in the total bonus paid out to our female employees. This is owing to two main factors: female under-representation on the Board and in ‘bonus culture’ technical and operational positions. To change these two factors will take time and effort and whilst we recognise that there is no quick fix, by taking all of the steps above, we will be championing women in all parts of our business and creating a culture where women will be able to succeed in any part of our organisation.
Statement of Accuracy
I confirm that the figures have been reached using the mechanisms that are set out in the gender pay gap reporting legislation and are accurate.