Gender Pay Gap Report
Gender Pay Gap Report 2022
This gender pay gap report is based upon data as at 5th April 2022 and was prepared in line with the UK Government’s methodology.
At Selco, we are committed to being a fair, unbiased workplace regardless of a colleague’s gender or any other characteristic. We recognise that there is work to do in our industry, but we're committed to improving year on year and have a number of strategies in place to achieve this.
We employ circa. 3000 people across 78 branches based in England and Wales, and a Support Centre based in Birmingham, UK.
Addressing the Gender Pay Gap
The “Gender Pay Gap” is an average figure and is distinct from “Equal Pay,” which looks at the individual level, and is about ensuring that men and women are paid the same for carrying out the same work, or work of equal value.
The evaluation of our gender pay data indicates that the difference in average pay is due to proportionately men being in senior, higher paid roles, which is perceptible throughout the construction industry.
Our Approach
Our approach to employee reward is gender neutral by design, whereby most colleagues are rewarded through pay banding, which ensures equal and transparent pay regardless of gender.
We constantly review ways in which we can address the issues of Gender Pay and are committed to addressing the diversity in Selco through:
- Updating our recruitment practices to ensure we attract the best individuals for the role, regardless of their gender
- Offering an unbiased, clear career path for all of our colleagues allowing them to progress within the business
- Embracing and promoting part time and flexible working patterns
- Continually reviewing our People Policies to ensure they attract and retain the best candidates and allow for differing priorities
- Working with the National Centre of Diversity to be guided and audited on best practice in this area
As a subsidiary of Grafton Group plc, we adhere to the Grafton Group Equality, Inclusion and Diversity policy, the aim of which is to promote equality and diversity across all areas of our business. We’re committed to proactively challenging the underlying reasons for the gap and working across our business to address it.
Key statistics
The mean gender pay gap has decreased from 15.7% in 2021 to 12.4% in 2022. This is in line with the decreasing trend we have seen in previous years (with the exception of 2021). Upon assessing the data this decrease is because of the increased number of females we have within our management and senior teams. For example, despite the trend we see in our industry for males taking the majority of management positions, we have over 40% of our supervisory population being female. This also now provides a talented pool of female individuals to progress their career into more senior positions as time goes on.
With regards to Mean Bonus Pay Gap, it increased from 29.6% in 2021 to 37.7% in 2022. Upon assessing the data this decrease is because of a number of Colleague bonuses did not pay out in 2022 compared to 2021, which negatively impacts the female population. Added to this there were a number of management bonuses that did pay out because they are based upon different criteria.
Pay By Quartile
The chart below shows the proportion of males and females in each pay quartile. Overall, the numbers of men and women in the quartiles remained relatively static, with slight movement in the lower quartile.
This gender pay gap report is based upon data as at 5th April 2021.
Key statistics
The mean gender pay gap has increased slightly from 15.6% in 2020 to 15.7% in 2021. This is contrary to the decreasing trends we had seen between 2018 and 2019. Upon assessing the data this slight increase is attributed to relatively large increases to pay rates we have had to implement due to HGV Driver and Trade Sales Colleague shortages. These two roles are predominantly carried out by males and therefore has negatively impacted the differential between males and female pay.
With regards to Mean Bonus Pay Gap in decreased significantly from 60.1% in 2020 to 29.6% in 2021. Upon assessing the data, this decrease is because a large number of colleague bonuses were being paid out in 2021, which positively impacts the female population. It can also be seen that even though the mean bonus for both males and females increased in 2021, it was increased more so in the female population.
Pay By Quartile
The chart below shows the proportion of males and females in each pay quartile. Overall, the numbers of men and women in the quartiles remained relatively static, with slight movement in the lower quartile.
This gender pay gap report is based upon data as at 5th April 2020.
Key Statistics
The mean gender pay gap has increased slightly from 14.08% in 2019 to 15.6% in 2020. This is contrary to the decreasing trends we had seen between 2018 and 2019. Upon assessing the data this slight increase is attributed to the lack of bonuses being paid during the reporting period as Selco was in a period of “lockdown” due to the COVID-19 pandemic. We know that our colleague bonus scheme, when being paid, positively impacts the mean rate of pay for females compared to males.
The Mean Bonus Pay Gap increased from 42.85% in 2019 to 60.1% in 2020. Again, this is attributed to the pausing of the colleague bonus schemes due to the COVID-19 pandemic. The data shows us that the colleague bonus scheme positively impacts females more than males, hence the percentage increasing in 2020.
Pay by Quartile
The chart below shows the proportion of males and females in each pay quartile. Overall, the numbers of men and women in the quartiles remained relatively static, with slight movement in the lower quartile.
This gender pay gap report is based on data as at 5 April 2019.
Key Statistics
The key takeaways from the 2019 report were:
- The mean gender pay gap has narrowed with men and women being paid £11.06 and £9.50 respectively, the difference being 14.08% for 2019 from 17.89% in 2018. We have seen increased levels of females in duty management roles.
- The median gap for 2019 has decreased significantly to 4.75% from 11.4% measured in 2018. The median hourly rate of pay has narrowed significantly across 2018 and 2019.
- We saw an improvement in the difference in mean median bonus pay. Reducing from 57.56% in 2018 to 42.85% in 2019, the median difference also decreased from 28.69% to 22.22%. This can be attributed to the fact that we now have more female employees in our branches versus 2018.
- We saw increased proportions of colleagues receiving bonuses across both populations due to an increase in the number of branches achieving performance targets.
Pay by Quartile
The chart below shows the proportion of males and females in each pay quartile. Overall, the numbers of men and women in the lower and upper middle quartiles remained relatively static. However, we have been actively recruiting women into senior roles as shown by the increase in females in the upper quartile.
This gender pay gap report is based on data as at 5 April 2018.
Our approach to employee reward is gender neutral by design, and we operate pay banding for over 90% of Selco employees which ensures equal pay regardless of gender. We constantly review ways in which we can address the issues of Gender Pay and have successfully recruited 36% more women in a Deputy Manager role this year, a tangible career path towards Senior Manager level roles.
Read our full 2018 Gender Pay Gap Report