Data Analysed and submitted to Government Equalities Office March 2019
The Sterling Group of Companies are fully compliant with all relevant legislation and wholly committed to our duty to report our Gender Pay Gap findings for 2017/18.
The employees we are reporting on are legally employed by our Sterling Umbrella company or contracted down a self-employed route, which by its nature, does not lend itself to the typical pay structure of a salaried individual. The individuals will usually source their work through a recruitment agency and Sterling Umbrella company will processes payments for these employees for work carried out (at a specified rate of hourly pay received from the agency) on assignment ranging from one day to twelve months and beyond.
As an Umbrella payroll company, we process payments on a daily basis with some days being much more heavier weighted than others. We have therefore chosen a pay period of one full week to fairly represent the rates of pay across the board. Due to 2018 Easter bank holidays falling just prior of 5th April 2018, we have based the analysis on the pay period of 4th April 2018 to 10th April 2018 (this is the closest 5 consecutive working day period to include the snapshot date of 5th April 2018).
The majority of the subjects we report on were only paid intermittently and for very short assignments leading to distortion of the figures and therefore cannot reflect a true figure of someone’s annual pay. Furthermore, distinguishing between what may be classed as ‘Full Pay Relevant Employees’ and ‘Relevant Employees’ is not possible due to the varied number of hours paid per individual in a pay period (many contractors may be paid just once through umbrella for varying amount of hours) . For the purposes of our reporting therefore, we have classed all subjects that were paid in the pay period as ‘Full Pay Relevant Employees’ and used their hourly rate regardless of hours worked.
With regard to ‘Bonuses’, these are in the minority through an Umbrella company and cannot necessarily be identified as ‘Bonuses’ in the traditional sense (they may be reimbursed expenses or similar). Furthermore, if any of these types are pay are received and identified, then these do not necessarily relate to a period of time upon which they were employed by Sterling Umbrella. As a payroll company, we are also not necessarily informed by the recruitment agency whether a rate of pay to be processed to an individual relates to standard hours, overtime, includes any bonus etc. therefore making an accurate distinction is not possible.
Additionally, Sterling Umbrella Ltd is a leading Umbrella company specialising in the construction and rail industry which is very heavily male dominated. Our data therefore returns a very low percentage of female contractors (approximately 1.5% of the workforce) resulting in issues if one attempts to make direct comparisons of pay between genders.
This statement confirms that the published information is accurate at the time of publishing and is signed by Nicholas Simon Percival, Director.