Reporting on our Gender Pay Gap
At Bidvest Noonan, we are committed to equality. We have comprehensive policies in place to ensure our business provides equal opportunities to all. Learn more about our commitment to equality and delivering social value.
|2020/21 Reporting year|
|Percentage of men and women in each hourly pay quarter|
|Upper hourly pay quarter||64.0 %||36.0 %|
|Upper middle hourly pay quarter||84.0 %||16.0 %|
|Lower middle hourly pay quarter||56.0 %||44.0 %|
|Lower hourly pay quarter||39.0 %||61.0 %|
Hourly Pay Gap
At the time of reporting our workforce was split 61% male, 31% female. The vast majority of the male roles are employed in security which are also typically full-time. The UK Security Industry is male dominant. In addition to this, the majority of the security roles at the time of reporting were London based, attracting higher rates of pay. In contrast, the majority of cleaning roles are occupied by females, typically part-time roles and nationwide, therefore, attracting pay rates predominantly at national living wage levels.
The % of Women in each Pay Quarter
At the time of reporting, we had 36% of women in the highest pay category. We have continued to develop ED&I strategies to specifically target gender balance across all leadership roles and are beginning to report on significant changes in this area.
|Mean and median gender pay gap using hourly pay|
|Mean gender pay gap using hourly pay||12.8 %|
|Median gender pay gap using hourly pay||20.1 %|
|Percentage of men and women who received bonus pay|
|Percentage of men and women who received bonus pay||55.5 %||7.5 %|
|Mean and median gender pay gap using bonus pay|
|Mean gender pay gap using bonus pay||-25.0 %|
|Median gender pay gap using bonus pay||0.0 %|
|Number of employees used to establish your headcount for gender pay gap reporting, on your snapshot date||5000 to 19,999|