Gender Pay Reporting – East Yorkshire Group Limited

Drivers in an EY bus

The data used for this exercise is that for the relevant employees at April 2018.

The calculations can be used to assess the levels of gender equality in the company and the balance of male and female employees at different levels

Workforce Composition

East Yorkshire is a public transport operator and the majority of its workforce are drivers and engineers, traditionally areas that did not attract female applicants and this is reflected in the composition of our workforce.

GPG Pay Mean and Median

Gender pay gap mean: 5.5%
Gender pay gap median: 5.7%

Quartile Analysis Male and Female

Pay Male Female
Lower (0-25%) 76.6% 23.4%
Lower Middle (25-50%) 87.5% 12.5%
Upper Middle (50-75%) 89.8% 10.2%
Upper (75-100%) 88.7% 11.3%

Like many traditional industries we have a lower proportion of females employed in our senior roles and hence the upper pay quartile and this is the main driver of the gender pay gap.

Bonus Pay Mean and Median

BONUS ELIGIBILITY: No bonuses are paid which fall under the definition of such in the legislation.

The above figures have been extracted from our April 2018 payroll and ranked according to pay and gender to calculate the figures shown.

I have examined the data and supporting workings and am satisfied that they fulfil the reporting requirements of the GPR legislation.

HILARY SCOTT
Company Accountant
East Yorkshire
4 April 2019