April 2024

Gender Pay Gap Commentary: April 2024

This statement is published in accordance with the Gender Pay Gap Reporting regulations under the Equality Act 2010 (gender pay gap information) Regulations 2017 which came in force on 6th April 2017.

This legislation requires UK employers with 250 or more employees to publish annual statutory calculations showing the pay gap between male and female employees.

The gender pay gap is not the same as equal pay. Equal pay ensures that men and women receive the same pay for carrying out the same work, or equivalent work. The gender pay gap is a simple average figure for all employees within the UK workforce, irrespective of the job that they do.

This report is for Switch Mobility Limited, and in line with the guidelines the data reflects payments made on the 5th April 2024 to relevant employees as defined under the regulation. The hourly rate includes base salary and other allowances, as well as individual and company performance-based bonus payments received over the previous 12 months.

For the purpose of gender pay gap reporting, on the 5th April 2024 Switch mean pay gap is -6.0%, which has dropped 11.5% compared to 5^th April 2023.

The business continues to strive for a zero gender pay gap, driving a continuous review of salaries at all levels.   We are also proud to report that we are a National Minimum Living Wage employer.

The April 2024 result is a reflection of a TUPE from a sub-contractor into Switch all of whom were male.  This took place in October 2023.  There has also been a reduction in senior leadership positions, which were occupied by males. 

We have reviewed our policies to ensure gender neutral language is used and have introduced flexible start and finish times to support work/life balance.

April 2023

Gender Pay Gap Commentary: April 2023

This statement is published in accordance with the Gender Pay Gap Reporting regulations under the Equality Act 2010 (gender pay gap information) Regulations 2017 which came in force on 6th April 2017.

This legislation requires UK employers with 250 or more employees to publish annual statutory calculations showing the pay gap between male and female employees.

The gender pay gap is not the same as equal pay. Equal pay ensures that men and women receive the same pay for carrying out the same work, or equivalent work. The gender pay gap is a simple average figure for all employees within the UK workforce, irrespective of the job that they do.

This report is for Switch Mobility Limited, and in line with the guidelines the data reflects payments made on the 5th April 2023 to relevant employees as defined under the regulation. The hourly rate includes base salary and other allowances, as well as individual and company performance-based bonus payments received over the previous 12 months.

For the purpose of gender pay gap reporting, on the 5th April 2023 Switch mean pay gap is 5.5%, which has reduced 0.79% compared to 5th April 2022

The business continues to strive for a zero gender pay gap, driving a continuous review of salaries at all levels. We are also proud to report that we are a National Minimum Living Wage employer.

The result is a reflection of a high number of males employed in the business, in engineering, field-based engineers and coach building roles which is typical of an organisation operating in the UK bus and automotive sector. The business is reliant on the employment of skilled engineers, apprentice trained coach builders, painters, mechanical and electrical applications from schools, higher education or universities.

Whilst we are committed to gender equality and encouraging development of women in the workplace, the number of applications received from women to work in our engineering and coach building departments are minimal. This is reflective of the general challenge facing UK manufacturers to encourage more women to pursue careers in engineering, coach building, and electrical/mechanical work. We are trying to attract more female applications by ensuring gender neutral language and female profiles are prominent in our recruitment campaigns. Our recruitment partners proactively provide a mix of male and female candidates for each role.

We have reviewed our policies to ensure gender neutral language is used and have introduced flexible start and finish times to support work/life balance.

April 2022

Gender Pay Gap Commentary: April 2022

This statement is published in accordance with the Gender Pay Gap Reporting regulations under the Equality Act 2010 (gender pay gap information) Regulations 2017 which came in force on 6th April 2017.

This legislation requires UK employers with 250 or more employees to publish annual statutory calculations showing the pay gap between male and female employees.

The gender pay gap is not the same as equal pay. Equal pay ensures that men and women receive the same pay for carrying out the same work, or equivalent work. The gender pay gap is a simple average figure for all employees within the UK workforce, irrespective of the job that they do.

This report is for Switch Mobility Limited, and in line with the guidelines the data reflects payments made on the 5th April 2022 to relevant employees as defined under the regulation. The hourly rate includes base salary and other allowances, as well as individual and company performance-based bonus payments received over the previous 12 months.

For the purpose of gender pay gap reporting, on the 5th April 2022 Switch mean pay gap is 6.29%, which has reduced from 16.54% compared to 5th April 21 and predominantly due to 6 new female employees appointed into senior positions. The relevant population within Switch included 84.3% male and 15.7% women which has increased by 4.1% compared to 5th April 2021.

The business continues to strive for a zero gender pay gap, driving a continuous review of salaries at all levels, and the introduction of a new job grading and benefits framework which ensures consistency across the business. We have dedicated recruitment campaigns, including gender neutral recruitment advertising, to continue to increase the female population.

The results are a reflection of a high number of males employed in the business, in engineering design, field-based engineers and coach building roles which is typical of an organisation operating in the UK bus and automotive sector. The business is reliant on the employment of skilled engineers, apprentice trained coach builders, painters, mechanical and electrical applications from schools, higher education or universities.

Whilst we are committed to gender equality and encouraging development of women in the workplace, the number of applications received from women to work in our engineering and coach building departments are very few. This is reflective of the general challenge facing UK manufacturers to encourage more women to pursue careers in engineering, coach building, and electrical/ mechanical work.

April 2021

Gender Pay Gap Commentary: April 2021

This statement is published in accordance with the Gender Pay Gap Reporting regulations under the Equality Act 2010 (gender pay gap information) Regulations 2017 which came in force on 6th April 2017.

This legislation requires UK employers with 250 or more employees to publish annual statutory calculations showing the pay gap between male and female employees.

The gender pay gap is not the same as equal pay. Equal pay ensures that men and women receive the same pay for carrying out the same work, or equivalent work. The gender pay gap is a simple average figure for all employees within the UK workforce, irrespective of the job that they do.

This report is for Switch Mobility Limited, and in line with the guidelines the data reflects payments made on the 5th April 2021 to relevant employees as defined under the regulation. The hourly rate includes base salary and other allowances, as well as individual and company performance-based bonus payments received over the previous 12 months.

The results are a reflection of a high number of males employed in the business, in engineering design, field-based engineers and coach building roles which is typical of an organisation operating in the UK bus and automotive sector. The business is reliant on the employment of skilled engineers, apprentice trained coach builders, painters, mechanical and electrical applications from schools, higher education or universities.

Whilst we are committed to gender equality and encouraging development of women in the workplace, the number of applications received from women to work in our engineering and coach building departments are very few. This is reflective of the general challenge facing UK manufacturers to encourage more women to pursue careers in engineering, coach building, and electrical/ mechanical work.

For the purpose of gender pay gap reporting, on the 5th April 2021 the relevant population within Switch included 88.4% male and 11.6% women. The gender pay report shows a higher ratio of women in the Lower quartile of the business at 21.74% than the general ratio of 11.6%. The middle quartiles (bands two and three) include coach building, engineering skilled based posts and first line managers. The fourth, upper quartile is including management levels, including technical roles.

 

April 2020

Gender Pay Gap Commentary: April 2020

This statement is published in accordance with the Gender Pay Gap Reporting regulations under the Equality Act 2010 (gender pay gap information) Regulations 2017 which came in force on 6th April 2017.

This legislation requires UK employers with 250 or more employees to publish annual statutory calculations showing the pay gap between male and female employees.

The gender pay gap is not the same as equal pay. Equal pay ensures that men and women receive the same pay for carrying out the same work, or equivalent work. The gender pay gap is a simple average figure for all employees within the UK workforce, irrespective of the job that they do.

This report is for Switch Mobility Limited, and in line with the guidelines the data reflects payments made on the 5th April 2020 to relevant employees as defined under the regulation. The hourly rate includes base salary and other allowances, as well as individual and company performance-based bonus payments received over the previous 12 months.

The results are a reflection of a high number of males employed in the business, in engineering design, field-based engineers and coach building roles which is typical of an organisation operating in the UK bus and automotive sector. The business is reliant on the employment of skilled engineers, apprentice trained coach builders, painters, mechanical and electrical applications from schools, higher education or universities.

Whilst we are committed to gender equality and encouraging development of women in the workplace, the number of applications received from women to work in our engineering and coach building departments are very few. This is reflective of the general challenge facing UK manufacturers to encourage more women to pursue careers in engineering, coach building, and electrical/ mechanical work.

For the purpose of gender pay gap reporting, on the 5th April 2020 the relevant population within Switch included 90% male and 10% women. The gender pay report shows a higher ratio of women in the Lower quartile of the business at 19.10% than the general ratio of 10%. The middle quartiles (bands two and three) include coach building, engineering skilled based posts and first line managers. The fourth, upper quartile is including management levels, including technical roles.

Both the mean and median gender pay gap are negative, outlining that on average women are paid slightly more than men within the company.

April 2019

Gender Pay Gap Commentary: April 2019

This statement is published in accordance with the Gender Pay Gap Reporting regulations under the Equality Act 2010 (gender pay gap information) Regulations 2017 which came in force on 6th April 2017.

This legislation requires UK employers with 250 or more employees to publish annual statutory calculations showing the pay gap between male and female employees.

The gender pay gap is not the same as equal pay. Equal pay ensures that men and women receive the same pay for carrying out the same work, or equivalent work. The gender pay gap is a simple average figure for all employees within the UK workforce, irrespective of the job that they do.

This report is for Optare Group Limited, and in line with the guidelines the data reflects payments made on the 5th April 2019 to relevant employees as defined under the regulation. The hourly rate includes base salary and other allowances, as well as individual and company performance-based bonus payments received over the previous 12 months.

The results are a reflection of a high number of males employed in the business, in engineering design, field-based engineers and coach building roles which is typical of an organisation operating in the UK bus and automotive sector. The business is reliant on the employment of skilled engineers, apprentice trained coach builders, painters, mechanical and electrical applications from schools, higher education or universities.

Whilst we are committed to gender equality and encouraging development of women in the workplace, the number of applications received from women to work in our engineering and coach building departments are very few. This is reflective of the general challenge facing UK manufacturers to encourage more women to pursue careers in engineering, coach building, and electrical/ mechanical work.

For the purpose of gender pay gap reporting, on the 5th April 2019 the relevant population within Optare included 89.9% male and 10.1% women. The gender pay report shows a more favourable ratio of women in the Lower quartile of the business at 16.7% than the general ratio of 10.1%. The middle quartiles (bands two and three) include coach building, engineering skilled based posts and first line managers. The fourth, upper quartile is including management levels, including technical roles.