Gender Pay Gap Report
Beko plc’s Gender Pay Gap Report published on the Government’s website provides an analysis of the salaries and bonuses male and female colleagues received in the year to 4th April 2019.
The Company has a diverse multinational workforce, spanning sales, marketing, operations, logistics, field service operations, research & development and support functions. The report covers Beko Plc’s 294 staff members in the UK.
The charts below highlight the gaps in our mean (average) and median hourly pay and bonuses and the proportion of male and female colleagues in each pay quartile. Since our first report in 2018, the gap between male and female pay has reduced significantly and for some measures has increased in favour of female staff. Our objective over time remains to reduce any gaps to as near zero as possible.
GAP |
Previous GAP |
|
|---|---|---|
|
Gender Pay Gap based on hourly pay at Snapshot date 5th April 2019 |
||
| Mean Gender Pay Gap In Hourly Pay | +3.2% | -5.5% |
| Median Gender Pay Gap In Hourly Pay | +10.6% | -0.8% |
|
Bonus Pay Gap |
||
| Mean Bonus Gender Pay Gap | +12.9% | -2.2% |
| Median Bonus Gender Pay Gap | 0% | 0% |
|
Proportion of Men & Women In Receipt Of Bonus |
||
| Proportion Of Men Receiving Bonus | 86.2% | 90.2% |
| Proportion Of Women Receiving Bonus | 95.9% | 93.4% |
|
Pay Quartile Ranges 2019 |
||
| Male / Female | Male / Female | |
| Upper Quartile | 69.0% / 31.0% | 72.6% / 27.4% |
| Upper Middle Quartile | 50.7% / 49.3% | 58.7% / 41.3% |
| Lower Middle Quartile | 73.3% / 26.7% | 54.8% / 45.2% |
| Lower Quartile | 73.3% / 26.7% | 73.0% / 27.0% |
Teresa Arbuckle, Managing Director of Beko Plc commented:
“We’re committed equally to all of our male and female staff at Beko plc, and are proud of the positive steps we continue to take to increase gender equality in the business. In addition to the board, which includes a female Managing Director, and Finance Director, there are a significant number of women working in senior leadership and management roles across the Company, and we actively support equal opportunity for all to gain promotion.”
“Both our median and mean (average) gender pay gaps for 2018 were small at 0.8%, and 5.5% respectively. With changes to our senior structure and continued encouragement of equal opportunities for development for both men and women at all levels, this differential has improved significantly in favour of our female staff in the first year since we started reporting. However, our aim remains to achieve a level playing field with a target over time of reducing the gaps to as near zero as possible. ”
“We continue to develop initiatives to improve equality of opportunity, both locally in UK, as well as with the support of our parent Company for example through our Women in Leadership course.”
“Arçelik, our Parent Company is a signatory to the United Nations Sustainable Development Goals, and UN Women’s Empowerment Principles (WEPs) roadmap to help companies empower women in the workplace and community. This includes participation in the “He for She” campaign and ongoing initiatives such as Webcast coaching for leaders on inner bias related to gender equality.”
“We will continue to review and consider constructive measures to address any imbalance in-order to help give both men and women an equal footing in our business, including further training initiatives and support for structured development programmes that ensure both sexes are rewarded equally and appropriately. ”
“As Managing Director, I feel very strongly about providing a working environment that nurtures and rewards talent regardless of gender or background, so will continue to make sure this stays top of our agenda.”
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Teresa Arbuckle
Managing Director
Beko plc