It is widely known that the automotive sector has historically been male dominated, John Grose is no exception to this. We hugely value our employees and our pay plans ensure that same roles are paid equally regardless of gender. At John Grose we are determined to redress the gender balance but given the low turnover of staff we recognise that this will take time. We are proud to have long serving employees and robust succession planning which is critical to achieving high levels of employee satisfaction and in turn the highest levels of customer satisfaction. However this does work against the number of opportunities to redress the gender balance. It is worthy of note that we are making good progress in the gender balance when hiring new trainees/apprentices.
The below figures show the Gender Pay Gap at John Grose Group Ltd in 2017:
| Mean Gender Pay Gap | 29.5% |
| Median Gender Pay Gap | 17.6% |
| Mean Bonus Gender Pay Gap | 74.2% |
| Median Bonus Gender Pay Gap | 68.1% |
| Male | Female | |
| Proportion receiving a bonus payment | 71.3% | 49.5% |
| Quartile Percentages | ||
| Quarter 1 | 81% | 19% |
| Quarter 2 | 56% | 44% |
| Quarter 3 | 80% | 20% |
| Quarter 4 | 90% | 10% |
| Totals | 77% | 23% |
Email: enquiries@fstyres.co.uk
