Intrum UK Limited Gender Pay Gap Report 2021
At Intrum UK Limited, we are proud to promote a culture of inclusivity and collaboration. Regardless of background, our employees should feel empowered and equal across all departments and positions, and feel that they have the opportunity to succeed. In our latest pulse survey, 97% of our employees felt that their background did not affect their role, and 92% of employees were proud to work for us. I am also pleased to say that we are able to demonstrate an almost even split of males and females across the business at 46% and 54% respectively.
Over the past 12 months, we have seen rapid growth across the business and, as such, at the government defined ‘snapshot date’ of 05 April 2021, the Company exceeded the minimum threshold of 250 employees required to undertake gender pay gap reporting. At Intrum UK Limited, our pay periods are monthly and, as such, our calculations were based on the payroll month of April 2021.
At Intrum we are fully committed to equal pay and fair remuneration. Equal pay is different to gender pay gap. While equal pay is when men and women receive the same pay for performing the same or similar roles, gender pay gap is calculated based on an hourly rate of pay determined by several pay components and only based on the payroll month in which the snapshot date falls.
Our median gender pay gap is extremely encouraging, standing at only 0.3%. Our mean gender pay gap is a moderate 30.9%, which is heavily influenced by senior employees receiving one-off ad-hoc pay components in April 2021.
Our median bonus gender pay gap stands at 17.8%, while our mean bonus gender pay gap is 75.7%. Our mean bonus gender pay gap is heavily influenced once again by a majority of males at senior levels. Bonuses are generally calculated as a percentage of salary, which has resulted in a clear skew in the mean average.
We are aware that we employ more males at senior levels, and we are committed to employing more females within the Market Management Team to reduce this gap in future years. There is more work for us to do here and I am confident that we will reduce this gap.
Our first year of gender pay gap reporting has been insightful and has certainly provided us with an opportunity to identify areas for improvement. We have incredible female talent within the business and we will continue to dedicate resource into building skills, knowledge to bolster female succession planning for senior positions.