Any business with in 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 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.
Following guidelines, our report excludes anyone that has not been on full pay for the year previous to the report, therefore anyone who had been furloughed in March and April 2020 has been excluded from the report.
Due to Covid-19 in March 2020, Snows only had 67 Colleagues working, making this year’s Gender pay gap report snapshot only 6% of our total workforce that has been included.
Snow’s gender pay gap was based on the snapshot date of 5th April 2020.
Based on this year’s snapshot our gender split is shown 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.
Bonus Pay - The pay difference between men and women.
74% of all relevant males and 29.41% of all relevant females received bonus payment in the twelve months preceding the snapshot date.
As was the case last year, a gender pay gap was anticipated in the analysis of pay that includes bonus, commission etc.
Percentage Gender Distribution – Total distribution of males and female employees by hourly pay rate.
With 2020’s data only showing a portion of our workforce, we acknowledge that there is a further step that can be taken to assist addressing the workplace balance and we will continually strive to do so over all aspects of our business.
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 2020. It also captures the mean and median difference between the bonuses paid to men and women at Snows as of the same date.
I confirm that the data reported is accurate.
Human Resource Director