Gender Pay Gap Report

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employee data.

We are required to publish the results on our website and a government website. We will do this within one calendar year of 5^th April 2022.

We can use these results to assess:

•         the levels of gender equality in our workforce
•         the balance of male and female employees at different levels
•         how effectively talent is being maximised and rewarded.

Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records.

St Leonards Motors Group

The automotive sector continues to have the real challenge of addressing the imbalance of the number of women to men working in the sector. It has historically been and continues to be, an industry sector that struggles to attract and retain women in the workplace, especially at senior levels. But we are committed to try and ensure that we have a fair representation of women to men throughout all levels of the business. Our current split is that we have 77% males and 23% females working in the group.

We have a long heritage built on being a family business with family values at the core of everything we do, with a company purpose focused on ensuring all employees feel valued within the business. We believe in equal opportunities for all regardless of gender, and are committed to being a great place to work, where all of our employees are treated fairly and have equality, when it comes to career opportunity within the company.

Where men and women are employed in the equivalent role, there will be no difference in pay, but we need to focus further on addressing the imbalance of our gender pay gap.

It’s good to see an improvement in both the mean and median gender pay gaps, but we are still falling short of where we need to be with regards the number females employed in senior roles within the company.

Actions we are taking to address the gap:

·       To identify areas that need addressing to make us a great place to work, we continue to regularly survey all employees, gaining great feedback which is acted upon.

·       Promoting an inclusive culture, demonstrated by the creation of our company purpose statement, using comments and feedback given by our workforce.

·       Identifying areas within our business where we can be more flexible regarding working hours and hybrid working from home, which we hope will attract more females into our business.

·       We continue to focus on raising awareness regarding sexual harassment in the workplace and improving mental health, which has been welcomed by both women and men.

·       We continue to highlight successful women in our workplace using our internal communication channels and celebrate International Women’s Day, by sharing the achievements of women around the world in order to inspire women in believing that they can also have a long and successful career in our business.

·       Identifying female employees to encourage and promote to senior levels within the company.