Fair opportunities for everyone.
Transparency and collaborative working will ensure our continued commitment to reduce our gender pay gap.
Gender pay gap at a glance
| Measure | 2017 | 2018 |
|---|---|---|
| Mean hourly pay gap | 16.5% | 17.5% |
| Median hourly pay gap | 14.9% | 14.9% |
| Mean bonus pay gap | 38.2% | 35.1% |
| Median bonus pay gap | 41.1% | 36% |
| Men receiving a bonus | 38.5% | 85.2% |
| Women receiving a bonus | 34.8% | 80.32% |
2017 reporting
Our results show our overall mean and median gender pay gap based on individual hourly rates of pay as of 5 April 2017. The results also show the mean and median difference between bonuses paid to male and females at Robinson Way in the 12 months from April 2016 to April 2017.
Our headcount report covers 355 employees in four quartiles based on hourly paid rates and bonuses paid in April 2017. As a company we are passionate about ensuring everyone has access to support and development to reach their full potential. The majority of our headcount are customer service contact centre agents who are all paid fairly, regardless of their gender, in accordance to their level of experience, knowledge and skills. Paid bonuses are always subject to meeting agreed KPI’s, quality assurance and treating customers fairly standards. Other roles operating outside the contact centre environment are also remunerated fairly in line with agreed pay scales and regardless of gender. We are confident that employees at Robinson Way are paid fairly.
2018 reporting
Our results show our overall mean and median gender pay gap based on individual hourly rates of pay as of 5 April 2018. The results also show the mean and median difference between bonuses paid to male and females at Robinson Way in the 12 months from May 2017 to April 2018.
Our headcount report covers 336 employees in four quartiles based on hourly paid rates and bonuses paid in April 2018.
As a company we are passionate about ensuring everyone has access to support and development to reach their full potential. The majority of our headcount are customer service contact centre agents who are all paid fairly, regardless of their gender, in accordance to their level of experience, knowledge and skills. In October 2017, a full pay review was conducted and Contact Centre salaries were interrogated against performance levels in further attempts to ensure consistency and clarity of pay levels. Other roles operating outside the contact centre environment are also remunerated fairly in line with agreed pay scales and regardless of gender. We are confident that employees at Robinson Way are paid fairly.
Paid bonuses are always subject to meeting agreed KPI’s, quality assurance and “treating customers fairly” standards. The Contact Centre bonus framework was reviewed in late 2017 and we introduced a performance bonus for all other employee’s not previously eligible for the CCR bonus or management bonus, which has enabled more people of both genders to earn a bonus and has resulted in a significant increase in the proportion of both males and females receiving a bonus. We are pleased to see a reduction in the Mean and Median Gender Bonus gap since April 2017.
Our aim is to continually ensure that males and females doing equivalent roles throughout the company are treated equally in terms of how we reward them for performance through pay and bonus. I confirm the data reported is accurate.
Julian Winfield
UK Country Manager