Your organisation’s 2016 to 2017 gender pay gap data |
||
Difference in mean hourly rate of pay |
11.60% |
|
Difference in median hourly rate of pay |
3.80% |
|
Difference in mean bonus pay |
66.30% |
|
Difference in median bonus pay |
5.40% |
|
|
Male |
Female |
Percentage of employees who received bonus pay |
84.80% |
90.10% |
Employees by pay quartile |
Male |
Female |
Upper quartile |
81.20% |
18.80% |
Upper middle quartile |
49.40% |
50.60% |
Lower middle quartile |
34.10% |
65.90% |
Lower quartile |
44.70% |
55.30% |
Person responsible in your organisation |
||
Size of your organisation |
||
Number of employees within your organisation |
250 to 499 |
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