Arcus Managed Services (AMS) Limited is required by law to publish an annual gender pay gap report.

This is the report for the snapshot date of 5 April 2020.

• The mean gender pay gap for AMS Limited 12.06%
• The median gender pay gap for AMS Limited is 0.34%
• The mean gender bonus gap for AMS Limited is 84.35%
• The median gender bonus gap for AMS Limited is 83.08%
• The proportion of male colleagues in AMS Limited receiving a bonus is 9.13% and the proportion of female colleagues receiving a bonus is 1.75%.

PAY QUARTILES BY GENDER

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

WHAT ARE THE UNDERLYING CAUSES OF AMS LIMITED’S PAY GAP?

Under the law, men and women must receive equal pay for:

• The same or broadly similar work;
• Work rated as equivalent under a job evaluation scheme; or
• Work of equal value.

AMS Limited is committed to the principle of equal opportunities and equal treatment for all colleagues, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. It has a clear policy of paying colleagues equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). As such, it:

• Carries out pay and benefits reviews at regular intervals;
• Has introduced a robust job evaluation tool to ensure roles are evaluated on job content alone
• Evaluates job roles and pay grades as necessary to ensure a fair structure.

AMS Limited is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract.  Within AMS Limited, there are also a number of occupations where women are generally underrepresented in those occupations and this typically results in higher pay gaps.

HOW DOES AMS LIMITED’S GENDER PAY GAP COMPARE WITH THAT OF OTHER ORGANISATIONS?

The majority of organisations currently have a gender pay gap. The mean gender pay gap for the whole economy (according to the Office for National Statistics (ONS) for 2020 compiled from the Annual Survey of Hours and Earnings (ASHE) figures) is 14.6%. At 12.06%, the mean gender pay gap for AMS Limited is lower than that of the UK.

The median gender pay gap for the whole economy (according to the Office for National Statistics (ONS) for 2020 compiled from the Annual Survey of Hours and Earnings (ASHE) figures) is 15.5%. At 0.34%, the median gender pay gap for AMS is significantly lower and is representative of the make-up of our workforce.

The mean gender bonus gap and the median gender bonus gap for AMS Limited currently stand at 84.35% and 83.08% respectively. This is to be expected as our bonus scheme is based on a % of basic earnings and our quartile data shows that we have more males than females in the higher-earning quartiles.

The proportion of men at AMS Limited who received a bonus in the 12 months up to 5 April 2020 was 9.13%, while for women this was 1.75%. Within the pay and reward structures of AMS Limited, there is only a limited number of colleagues in roles that have a bonus scheme as part of the reward package. However, for those colleagues the scheme is inclusive and all colleagues within scope, regardless of gender, have equal access and terms of the scheme.

WHAT IS AMS LIMITED DOING TO ADDRESS ITS GENDER PAY GAP?

Overall the mean gender pay gap for AMS is lower than that of organisations across the whole UK economy. It is recognised however that this position requires continual improvement, particularly when looking at the pay quartiles by gender, and we need to sustain our efforts to reduce this gap. However, we also recognise that our scope to act is limited in some areas – it has, for example, no direct control over the subjects that individuals choose to study or the career or lifestyle choices that they make.

Our aim for AMS Limited is to create an environment where regardless of identity, background or circumstance, all colleagues have the opportunity to develop to their full potential, working in a safe, supportive and inclusive environment.

Diversity and inclusion is of great significance within AMS Limited and gender inclusivity is one of the key pillars within our approach. As such, we have encouraged a working group of colleagues from around the business who will focus on the promotion of diversity and inclusion, using gender pay gap analysis as one tool to define opportunities for continuous improvement.

To date, the steps AMS Limited have taken to promote and address gender diversity in all areas of its workforce include the following:

• Promotion of Family friendly policies and flexible working
• Enhanced maternity and paternity pay
• Internal Talent Programmes to widen and promote opportunities for development at all levels
• Sponsorship Programmes which are open to all colleagues wishing to apply for funding for additional external qualifications, Apprenticeships, or training to support career development

Upon review of the data, it will be through continued efforts across the business that we address our position. Some of our initiatives include:

• Review of enhanced reporting on leavers and promotions linked to gender to identify any trends
• A commitment to review and assess all nominations for internal talent programmes, to ensure that there is an adequate female and diverse representation, in order to address the gender pay gap in the upper pay quartile
• The annual celebration and external promotion of the outstanding achievements made by our female colleagues linked to International Women’s Day
• Encouraging female applicants through their visual representation in under-represented roles on the company’s Career website and other marketing materials, and focused talent attraction.
• Working with external institutions and organisations to promote ‘women in engineering’
• Review of benefits and reward to ensure inclusivity and attraction for all

The challenge of the gender pay gap is complex and there is no straightforward or rapid solution, but AMS Limited has a number of initiatives to work towards eliminating the gender pay gap. None of these initiatives in isolation will remove the gender pay gap and it may be several years before the full impact is clearly evident. In the meantime, AMS Limited is committed to reporting on an annual basis on what it is doing to reduce the gender pay gap.

I, Chris Green, Chief Executive Officer confirm that the information in this statement is accurate.

Date: 1 September 2021