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Your organisation’s 2016 to 2017 gender pay gap data |
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Difference in mean hourly rate of pay |
11.60% |
|
|
Difference in median hourly rate of pay |
3.80% |
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Difference in mean bonus pay |
66.30% |
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Difference in median bonus pay |
5.40% |
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|
Male |
Female |
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Percentage of employees who received bonus pay |
84.80% |
90.10% |
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Employees by pay quartile |
Male |
Female |
|
Upper quartile |
81.20% |
18.80% |
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Upper middle quartile |
49.40% |
50.60% |
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Lower middle quartile |
34.10% |
65.90% |
|
Lower quartile |
44.70% |
55.30% |
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Person responsible in your organisation |
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Size of your organisation |
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Number of employees within your organisation |
250 to 499 |
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21 March 2018
It is important to note that the Gender Pay Gap figures are a measure of women’s overall position in the paid workforce and does not compare like roles. At M H Poskitt Ltd we aim to ensure a fair approach in all sectors but believe that any disparity is a result of the larger number of males in Management positions within our Agricultural branch.
I confirm that the calculations made to produce the Gender Pay Gap figures for 2016 to 2017, first published 21st March 2018 are accurate.
S G Poskitt
Mark H Poskitt Ltd