NCP Gender Pay Gap Report
Legislation came into effect in April 2017, requiring all UK companies with 250 or more colleagues to publish gender pay gap information.
This report contains NCP’s 2022 gender pay gap information, as required under The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
The gender pay gap shows the difference between the average pay of all women and the average pay of all men, irrespective of any differences in the work they do. As a result, it’s affected by how the workforce is made up, including the numbers of men and women in different types of jobs and at different levels of the organisation.
The methodology for the creation of the data for the report follows the UK Government guidance and as such the following is reported.
- Gender pay gap – the difference between the median, and also the mean, hourly rate of pay for men and for women, based on the April 2022 pay period.
- Gender bonus gap – the difference between the median, and also the mean, value of bonus pay for men and for women over the 12 months to April 2022.
- Bonus proportions – the proportions of men and women who received bonus pay during the 12 months to April 2022.
- Quartile pay bands – if the total workforce was put in order of hourly rate of pay and then split into four groups of equal size, or quartiles, this is the proportions of men and women in each of the four groups.
The legislation requires average pay to be calculated in two different ways, using the median and also the mean:
Median – if all women were lined up in order of their pay, and so were all men, the median pay for men and the median pay for women would be the pay of the individual in the middle of each line. The median gender pay gap compares these two values. The median indicates the typical situation in the middle and is less affected by any extreme at the top or bottom.
Mean – to calculate the mean level of pay for women and for men, the pay of all women is added together and then divided by the number of women, and the pay of all men is added together and then divided by the number of men. The mean gender pay gap compares these two values. The mean is more affected by any particularly high or low values within a group.
Our Workforce
Our workforce is predominately male and out of 868 employees reported 78.5% are male. This percentage is slightly higher than reported for 2021 (78%).
Mean and Median Pay Gap
|
|
2017
|
2018
|
2020 |
2021 |
2022 |
|
Ordinary Pay Mean |
23.8% higher for women
|
15.86% higher for women
|
12.5% higher for women |
6.7% higher for women |
13.26% higher for women |
|
Ordinary Pay Median |
11.62% higher for women
|
21.27 % higher for women
|
9.3% higher for women |
4.98% higher for women |
14.46% higher for women |
Gender Pay by Quartiles
|
2017 Qu1 |
2017 Qu2 |
2017 Qu3 |
2017 Qu4 |
|
W 79 M 230 |
W 53 M 257 |
W 30 M279 |
W 48 M 262 |
|
W 25.57% |
W 17.10% |
W 9.71% |
W 15.48% |
|
2018 Qu1 |
2018 Qu2 |
2018 Qu3 |
2018 Qu4 |
|
W 74 M 240 |
W 41 M 273 |
W 39 M 277 |
W 59 M 255 |
|
W 23.5% |
W 13.05% |
W 12.42% |
W 18.78% |
|
2020 Qu1 |
2020 Qu2 |
2020 Qu3 |
2020 Qu4 |
|
W 106 M 254 |
W 67 M 293 |
W 61 M 299 |
W 42 M 318 |
|
W 29.5% |
W 18.6% |
17% |
11.66% |
|
2021 Qu1 |
2021 Qu2 |
2021 Qu3 |
2021 Qu4 |
|
W 71 M 189 |
W 62 M 198 |
W 89 M 170 |
W 0 M 258 |
|
W 27.30% |
W 23.85% |
W 34.36% |
W 0% |
|
2022 Qu1 |
2022 Qu2 |
2022 Qu3 |
2022 Qu4 |
|
W 26 M 165 |
W 35 M 156 |
W 42 M 149 |
W 60 M 131 |
|
13.6% |
W 18.3% |
W 21.9% |
W 31.4% |
Having looked at our results in detail, we have identified that our gap is as the result of having more men than women in frontline positions in the lower quartile. QU2 and Q3 see a more even percentage in the number of women to men this is due to a large number of employees with similar earnings within these 2 quartiles, this is reflected in similar distributions across Qu2 and Qu3 in previous years.
Bonus
|
|
2017 |
2018 |
2020 |
2021 |
2022 |
|
Bonus Mean |
102.74% higher for women |
86.35% higher for women |
164.67% higher for women |
0% higher for women |
24.4% higher for men |
|
Bonus Median |
100% higher for women |
80% higher for women |
0% difference |
100% difference |
37.5% higher for men |
|
Proportion of men receiving a bonus |
82.60% |
76.6% |
2.47% |
2.08% |
1.73% |
|
Proportion of women receiving bonus |
73.46% |
66.19% |
3.72% |
0% |
0.23% |
Summary and Organisational Context
The key reasons for the pay gap is that there is a much smaller proportion of women in front line roles (all of whom will be paid the same hourly rates as men as appropriate). With over 500 Car parks throughout the UK, NCP acknowledges that customers come from a wide range of backgrounds and we are proud that our workforce reflects this diversity.
At NCP, all employees are paid based on the role they undertake for the business. Pay rates are reviewed annually. Not only do we pay all our employees fairly and ensure they have access to the same opportunities, our pay and benefits are also distributed fairly across the business.
We are totally committed to building and fostering a constructive and positive relationship with all our employees and believe that by being open and transparent with this data it will demonstrate that commitment, as well as attracting talent and boosting employee engagement. Closing the gap NCP has always been an organisation where people can thrive and develop regardless of their gender or background and we will continue to offer fair, equitable pay to all colleagues. We are committed to reporting our gender pay gap on an annual basis.
I confirm that our data has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Rob England, Co Chief Executive Officer & Chief Operating Officer
National Car Parks Ltd
NCP is an organisation where people can thrive and develop regardless of their gender or background. We have undertaken a Gender Pay Gap Report and are committed to updating this on an annual basis. Please see our 2022 report.