Gender Pay Gap Report - 2019

What is the Gender Pay Gap?


From 2017, any organisation that has 250 or more employees must publish and report specific figures about their gender pay gap.

The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings. For example, ‘women earn 15% less than men per hour’.

The Gender Pay Gap (GPG) report shows the difference between the average earnings of men and women. The value of this information to both the UK economy as a whole and to our own organisation is of great importance when measured to its full potential and used to develop our employment strategies.

By considering any remuneration discrepancies which may inadvertently exist within our organisation and using this information to put together a proactive approach to incite a positive change, we can then look to aid the issue which affect many sectors of the UK economy.

The GPG figures are calculated by analysing all our employees’ hourly rates of pay on a single specified date.

We then divide the hourly rates of pay into four quartiles to show the distribution of men and women at various levels in our organisation. A calculation is also made regarding bonus pay and the average difference in this pay between men and women, whilst reporting the percentage of each gender which were paid a bonus.

These figures do not in any way relate to the rate of pay for a particular role, or the basis for pay grading of those jobs. Instead, they tend to show the level of seniority of women in the work place and the level at which a majority are employed.    

What are our figures?

Please find figures below relating to the snapshot date of 5th April 2019:

  • Our mean gender pay gap is 28.1%. (2018 29.5%)
  • Our median gender pay gap is 35.3%. (2018 30.8%)
  • Our mean gender bonus gap is -10.4%. (2018 -2.4%)
  • Our median gender bonus gap is 30%.
  • The proportion of male employees receiving a bonus is 10.9% (2018 89.3%) and the proportion of female employees receiving a bonus is 26.%. (2018 79.3%)

The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap) Regulations 2017

What Our Figures Show


The Maritime Industry has historically, and for a number of reasons, shown a high level of gender discrepancies.  Whilst we appreciate that there are valid reasons for some of this gender discrepancy across the marine industry, we are proud with our approach to equal opportunities.

Government reporting on seafarer statistics for 2019 show only 3%* of UK Certified Officers in the UK are female, according to the Department for Transport; however, Red Funnel is pleased to have 8.86% of female certified officers.

Red Funnel’s mean gender pay gap is 28.1%. This a 6.6% improvement from 34.7% when we first reported these figures in 2017which is clear evidence of Red Funnel’s commitment to reducing our gender pay gap as much as possible.

There is however still a gap, and this can in part be attributed to the fact that senior positions within the on-board element of our operation are predominantly filled by men, a situation which has grown through historical employment patterns across the whole industry.   

Excluding Fleet roles from the calculations reduces our Gender Pay Gap for the rest of the organisation down to 6.9%, which is significantly below the national average gap of 16.2%.  As an organisation, and as an industry, we are committed to reducing the gap in the Maritime industry.  To this end, we have signed up to the Maritime UK Women in Maritime pledge with the view of achieving chartership in the near future.

Our quartiles show that there are a greater number of male colleagues in Bands C & D (the higher paid roles in the company), and a greater number of female colleagues in Category A.  This is also reflective of our sector.  We have set out below how we intend to tackle this issue, and are proud to advice that, from February 2020, our operational board is now made up of a 50/50 gender split.

One of the reasons that the bonus data shows more women receiving a bonus is that, this year, these have mostly been made up of incentive payments  to our Catering and Contact Centre team members, and a larger proportion of these teams are female.

Red Funnel is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion, belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We have a clear policy of paying employees equally for the same or equivalent work, regardless of gender (or any other characteristic set out above).

What are we doing to address our pay gap?


As we have highlighted, the main contributing factor to our current gender pay gap figure is the maritime sector within which we operate. Therefore, our steps to address our gender pay gap revolve around creating equality for female mariners and attracting more women to the industry at all levels.

These initiatives include:

  • Ensuring we offer more flexible working options for both men and women in maritime roles
  • Signing the Maritime UK Women in Maritime pledge, to work with the maritime industry to achieve equal opportunities for female mariners.
  • Offering enhanced maternity pay for colleagues with over 2 years’ service
  • Providing colleagues with the opportunity to apply for flexible working at any time during their career with us, instead of the standard 26 weeks length of service as per statutory legislation

Declaration


I confirm that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Fran Collins, CEO Red Funnel