Quality Save Limited
Portal Way
Axis Business Park
Liverpool
L11 0JA

22 March 2023

Gender Pay Gap Reporting

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employees’ data.

The number of relevant employees at 5 April 2022 was 555 of which 359 were female and 196 were male.

We are required to publish the results on our own website and a government website. We will do this within eighteen months of April 5th 2022.

The six calculations are:

1. Mean hourly gender pay gap is -4.3%
2. Median hourly gender pay gap is 0.0%
3. Mean bonus gender pay gap is 92.7%
4. Median bonus gender pay gap is 15.8%

The proportion of males and females receiving a bonus payment

1. Male 13.3%
2. Female 13.6%

The proportion of males and females in each quartile pay band

	Male	Female
Lower quartile	46.8%	53.2%
Lower middle quartile	28.1%	71.9%
Upper middle quartile	26.6%	73.4%
Upper quartile	39.9%	60.1%

When looking at the results it is apparent that the mean bonus calculation is aff ected by the bonus paid to the directors of the business. If the directors of the business are excluded the Mean bonus gender pay gap is 36.5%.

The company have for many years employed both male and female staff and operate a policy of remunerating staff at the rate applicable for the job, regardless of gender.

We can use these results to assess:

• the levels of gender equality in our workplace
• the balance of male and female employees at different levels
• how effectively talent is being maximised and rewarded.

Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records. All employees can confirm and update their records if they choose to by contacting their area manager.