UK Gender Pay Gap Report – Period April 2018

The Gender Pay gap is different to Equal Pay

Gender Pay gap shows the difference between the average hourly earnings of men and women across the workforce and is about addressing the representation of women in the workforce. Equal pay is about whether women and men performing the same work, at the same level, in the same organisation receive the same pay.

What is Gender Pay

The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 brought into effect a requirement for large employers to report publicly every year on the differences in aggregate pay and bonuses of men and women. Employers with over 250 employees must calculate a standard set of key metrics on their gender pay and gender bonus pay.

The regulation applies to all private sector employers with 250 employees or more and every year must report on the following: –

• The difference in the mean pay of full pay men and women, expressed as a percentage
• The difference in median pay of full pay men and women, expressed as a percentage
• The difference in mean bonus pay of men and women, expressed as a percentage
• The difference in median bonus pay of men and women, expressed as a percentage
• The proportion of men and women who received bonus pay
• The proportion of full pay men and women in each of four quartile pay bands

As an employer of 303 employees (as of 5^th April 2018) Utiligroup has undertaken the Gender Pay Back Analysis, as required by the Equality Act, looking at the data of all relevant employees in the UK.

Our workforce on the date of Analysis was made up of 200 males and 103 females, with males making up 66% of our workforce and females 34%.

We can confirm the data below is accurate containing information relating to 5^th April 2018, however we have excluded the data of those not receiving full pay due to Maternity/Paternity Leave or Sickness etc. as is required.

Mean/Median Gender Pay

Utiligroup’s mean gender pay gap is 15.20%

The UK national mean pay gap is 17.90%

Our average mean gender pay gap is therefore significantly lower than the UK national average gender pay gap.

We have a gender pay gap because we employ more men than women. It is not unusual for companies like ours to employ more men than women, due for example to a smaller pool of female talent found for areas such as Java Developers and IT technicians. Other influencing factors include local and geographical conditions together with historic recruitment and market forces.

Utiligroup’s median gender pay gap is 12.80%

Bonus Gender Pay Gap

Utiligroup’s mean bonus gender pay gap is 75.09%

Utiligroup’s median bonus gender pay gap is 0.00%

Proportion of Males Receiving Bonus is 66.67%

Proportion of Females Receiving Bonus is 69.23%

Utiligroup have fewer women in senior leadership positions, again this is due to historical factors, recruitment challenges and other influencing factors we face as a Company.

Pay Quartiles (at 5^th April 2018)

The chart above shows the gender distribution in the four quartiles based on pay bands. We have more males across our workforce and that is reflected in the bands above. There are less women in senior leadership roles and this is reflected in Band D.

Next Steps

Utiligroup ensures all staff have equal opportunities to progress within the Company by advertising roles internally. We ensure all staff are at or above the real living wage of £8.75 per hour as recommended by the Living Wage Foundation.

As a Company we are absolutely committed to building a fairer, more equal society and we will continue to ensure that we are fair and transparent in all recruitment and other interactions with our staff. Whilst this is always a never-ending journey, we are pleased to report that our mean gender pay gap is significantly lower than the national average, despite the historic gender imbalance where males constitute 66% of our workforce.

Signed

S Gosling

Steve Gosling CFO