Gender Pay Gap Report

The company's workforce totalled 112 employees on the 30 June 2025. The number comprises of 94 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

There is a greater emphasis on bonuses and commissions as a percentage of total remuneration within the industry. 100% of females are in a bonus related role in comparison to 88% of males. The median bonus renumeration gap is 47%.

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

Male          95%                                                    

Female      89%    

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

Male          33%                                                    

Female      17%

Mean Hourly Remuneration Gap          20%

Median Hourly Remuneration Gap       9%

While these figures reflect role distribution rather than unequal pay for equal work, we recognise the need to improve balance across all levels, specifically focusing on the structure and distribution of the workforce.

Mean hourly remuneration gap of part-time employees          20%

Median hourly remuneration gap of part-time employees      15%

More women are clustered in administrative and customer service roles while men are clustered in the mid management and upper-level roles. There is a pipeline effect where there are fewer women in those top tier roles which is the driver of the mean gap.

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.
• Where feasible, shortlists and interview panels for vacancies will reflect a balance of genders.

The company's workforce totalled 64 employees on the 30 June 2025. The number comprises of 52 males and 12 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

There is a greater emphasis on bonuses and commissions as a percentage of total remuneration within the industry. 100% of females are in a bonus related role in comparison to 88% of males. The median bonus renumeration gap is 28%.

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

Male                 88%                                                    

Female            100%  

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

Male                23%                                                    

Female             8%

Mean Hourly Remuneration Gap          10%

Median Hourly Remuneration Gap      6%

While these figures reflect role distribution rather than unequal pay for equal work, we recognise the need to improve balance across all levels, specifically focusing on the structure and distribution of the workforce.

Mean hourly remuneration gap of part-time employees          -6%

(females average hourly pay is 6% higher than males)

Median hourly remuneration gap of part-time employees      -8%

(females median hourly pay is 8% higher than males) 

More women are clustered in administrative and customer service roles while men are clustered in the mid management and upper-level roles. There is a pipeline effect where there are fewer women in those top tier role, however when the actual bonus amounts are factored in, the gap is a negative one reflecting that females are earning more than males in the cohort.

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.
• Where feasible, shortlists and interview panels for vacancies will reflect a balance of genders.