GENDER PAY GAP REPORT 2017 Introduction Mandatory gender pay gap reporting for large employers came into force on 6 April 2017 under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This requires employers to carry out six calculations to show the difference between the average earnings of men and women across their organisation. Calculations The gender pay gap is always expressed as a percentage comparing the average pay of male employees to female employees. The results for the calculations for Augean plc are set out in the table below: The difference between the mean* hourly rate of pay of male and female employees Mean Gender Pay Gap 14.3% *Average pay for all male and female employees The difference between the median* hourly rate of pay of men and women 2.0% Median Gender Pay Gap *The middle value of pay for all male and female employees The difference between the mean* bonus paid to men and women *Average bonus for all male employees compared to 43.2%* Mean Bonus Pay Gap female employees *This figure is as a result of a one off exceptional payment to a single male employee, when excluded from the 15% calculation the Mean Bonus Pay Gap would be The difference between the median* bonus pay paid to men and women Median Bonus Pay Gap 0% *The middle values of bonuses paid to male employees compared to female employees The proportions of men and women who were paid a Bonus Proportions Men 18.0% Women 37.0% bonus Women Men Q1 82% 18% (Lower) The proportions of men and women in the lower; lower Q2 82% 18% Quartile Pay Bands middle; upper middle and upper quartile Q3 85% 15% Q4 86% 14% (Upper) We are pleased with a median gender pay gap of 2%, which is well below the national average. A mean gender pay gap of 14.3%, whilst marginally above the national average, is still a relatively narrow gap in what is predominantly a male employment sector and is something we would hope to improve on going forward. Declaration I declare the information and data reported is accurate as of the snapshot date 5 April 2017. Jim Meredith Executive Chairman
GENDER PAY GAP REPORT 2017 Introduction Mandatory gender pay gap reporting for large employers came into force on 6 April 2017 under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This requires employers to carry out six calculations to show the difference between the average earnings of men and women across their organisation. Calculations The gender pay gap is always expressed as a percentage comparing the average pay of male employees to female employees. The results for the calculations for Augean plc are set out in the table below: Mean Gender Pay Gap The difference between the mean* hourly rate of pay of male and female employees *Average pay for all male and female employees 14.3% Median Gender Pay Gap The difference between the median* hourly rate of pay of men and women *The middle value of pay for all male and female employees 2.0% Mean Bonus Pay Gap The difference between the mean* bonus paid to men and women *Average bonus for all male employees compared to female employees *This figure is as a result of a one off exceptional payment to a single male employee, when excluded from the calculation the Mean Bonus Pay Gap would be 15% 43.2%* Median Bonus Pay Gap The difference between the median* bonus pay paid to men and women *The middle values of bonuses paid to male employees compared to female employees 0% Bonus Proportions The proportions of men and women who were paid a bonus Men 18.0% Women 37.0% Quartile Pay Bands The proportions of men and women in the lower; lower middle; upper middle and upper quartile Men Women Q1 (Lower) 82% 18% Q2 82% 18% Q3 85% 15% Q4 (Upper) 86% 14% We are pleased with a median gender pay gap of 2%, which is well below the national average. A mean gender pay gap of 14.3%, whilst marginally above the national average, is still a relatively narrow gap in what is predominantly a male employment sector and is something we would hope to improve on going forward. Declaration I declare the information and data reported is accurate as of the snapshot date 5 April 2017. Jim Meredith Executive Chairman
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