Gender Pay Gap Report
posted 20th March 2024
MSS are pleased to advise the reporting of our gender pay gap figures, for the snapshot date of 31st of March 2023.
Key Statistics
| 2023 | |
|---|---|
| Mean Gender Pay Gap | 4% |
| Median Pay Gap | 4% |
| Mean Bonus Pay Gap | 0% |
| Median Bonus Pay Gap | 0% |
| Proportion of males receiving bonus | 5% |
| Proportion of females receiving bonus | 8% |
Salary Quartiles
The Table below shows our workforce divided into four equal sized groups, based on hourly pay rate. Quartile 1 (Lower Quartile) includes the lowest paid 25% of employees and Quartile 4 (Upper Quartile) includes the highest paid 25% of employees.
Pay quartiles are used to show how the representation of female and male employees varies throughout an organisation. Pay quartiles are calculated by splitting the whole workforce into four equal-sized bands based on hourly pay, from highest to lowest. The percentage of men and women is calculated for each band. Pay quartiles show the percentage of men and women employees in four equal-sized groups based on their hourly pay and give an indication of women's representation at different levels of the organisation.
| Quartiles | Males | Females | Total in Band | % Males | % Females |
|---|---|---|---|---|---|
| Lower | 44 | 27 | 71 | 62 | 38 |
| Lower Mid | 52 | 19 | 71 | 73 | 27 |
| Upper Mid | 60 | 11 | 71 | 84.5 | 15.5 |
| Upper | 64 | 7 | 71 | 90 | 10 |
The figures in the above table have been calculated using the standard methods used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Why do we have a gender pay gap?
We are committed to equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability.
We are confident that our gender pay gap is not because we pay men and women differently for the same or equivalent work. Instead, our gender pay gap is because men and women work in different roles and those roles have different salaries.
The makeup of our organisation has a large male presence; however, we have seen an increase in females within senior management positions within our organisation which is reflected in the scores on previous years.
Across the UK economy, men are more likely than women to be in senior. Men are more likely to be in technical and IT-related roles, which are paid more highly than other roles at similar levels of seniority. Women are also more likely than men to have had breaks from work that have affected their career progression, for example to bring up children. They are also more likely to work part time, and many of the jobs that are available across the UK on a part-time basis are relatively low paid.
How does our gender pay gap compare with that of others?
The mean gender pay gap for the whole economy (according to the October 2021 Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) figures) is 11.9%. The median gender pay gap for the whole economy (according to the October 2021 ONS ASHE figures) is 7.9%.
| Mean Gender Pay Gap | Median Gender Pay Gap | |
| The MSS Group | 4% | 4% |
| 2021 ONS ASHE Whole Economy | 11.9% | 7.9% |
What we are doing to address the Gender Pay Gap?
- Regular review of our family friendly policies and flexible working
- Regular review of pay structure and bandings
- Review of development opportunities for female employees
- Review of bonus structure within the organisation
We are committed to making a change for the better and look forward to the next review.
Bill Mayne,
CEO