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Snows Gender Pay Report 2022


Summary​

Any business within excess of 250 employees is required to report both on its website and via the Government portal the findings of its Gender Pay Gap analysis.

Snows once again took the decision to use an independent third party to ensure transparency and accuracy in the calculation and assessment of its pay arrangements. We have complied with our obligations to report via the Government portal in this matter and have replicated the results of the assessment carried out below.

The reporting requirements stipulate that we must report on both the mean and median pay gap in terms of hourly rate and bonus pay. It is also a requirement to report what percentage of men and women are represented within earnings quartiles.

The mean pay gap is the difference between average hourly earnings of men and women.

The median pay gap is the difference between midpoints in the ranges of hourly earnings of men and women.

Relevant employees have been included in the report (Full-pay relevant employees are all employees who are employed by the employer on the snapshot date) those who are were not Full-pay relevant employees have been excluded.


What does our 2022 gender pay gap show?

Snow’s gender pay gap was based on the snapshot date of 5th April 2021 consisting of 765 relevant employees.

Based on this year’s snapshot our gender split is shown as 80% male to 20% female employees compared with 2019’s gender split as 75% male to 25% female employees. As a historically male dominated industry, Snows are passionate about encouraging more females into a wider variety of roles and hope that we find an improved balance.


Hourly Rate - The difference between men and women

Mean Median
6.62% 1.66%

The mean hourly full pay gap is 6.62%; and the median hourly full pay gap is 1.66%, both in favour of the male workforce.


Bonus Pay - The pay difference between men and women

Mean Median
39.28% 22%

The mean bonus pay gap is 39.28 %; and the median bonus pay gap is 22%, both in favour of the male workforce.


The above information shows Snows overall mean and median gender pay gap based on the hourly rates of pay at the snapshot date of 5th April 2021. It also captures the mean and median difference between the bonuses paid to men and women at Snows as of the same date

As was the case last year a gender pay gap was anticipated in the analysis of pay that includes bonus, commission etc.

The roles which attract bonus and commission have been predominantly occupied by men and this is reflected in our gender pay gap results. 83.93% of all relevant males and 53.55% of all relevant females received bonus payment in the twelve months preceding the snapshot date.

Percentage Gender Distribution


MenWomenComparison to 2019
Upper Quartile
90% 10% 11% decline for females
Upper Middle Quartile73% 27% 1% decline for females
Lower Middle Quartile75% 25% 6% decline for females
Lower Quartile81% 19% 5% decline for females

With 2020’s data showing a portion of the workforce, we acknowledge there would be difficulty in making a comparison between 2020 and 2021 reported data.

The above information shows the total distribution of the male and female employees by hourly pay quartiles.

I confirm that the data reported is accurate

Melanie Durrans

Human Resource Director