This is its report for the snapshot date of 5 April 2018.
The mean gender pay gap is 6.0%.
The median gender pay gap is 5.4%.
The mean gender bonus gap is 51.5%.
The median gender bonus gap is 46.3%.
The proportion of male employees receiving a bonus is 79.2% and the proportion of female employees receiving a bonus is 80.3%.
Pay quartiles by gender
Includes all employees whose standard hourly rate places them at or below the lower quartile
Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median
Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile
Includes all employees whose standard hourly rate places them above the upper quartile
The figures set out above have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
For the pay gaps, a positive percentage indicates the extent to which women earn, on average, less per hour than men and a negative percentage indicates how much women earn more per hour than men.
We have studied our gender pay gaps for salary and we see a positive mean gap of 6%, which indicates that on average, woman earn less per hour than men. The positive median gap of 5.4% also confirms this. In the 2018 report, based on the snapshot date of 5 April 2017, where the mean gap was only 0.3%, we thus see an increase in average pay per hour between men and women. We have analysed this gap and we conclude that the main reasons for this gap are twofold:
- In 2017 we closed our Wolverhampton factory. Most of these blue-collar employees were male and in the low and lower-middle quartiles, thus having an impact on the mean gap.
- Between April 2017 and April 2018, we hired several undergraduates as part of our internal development program. These undergraduates are hired at entry level salaries and most of the recruits were female, thereby influencing the mean gap. However, this undergraduate programme has proven to be very successful over the years as candidates tend to return to the business as graduates into permanent positions.
In relation to bonus payments, 80.3% of women earned a bonus compared with 79.2% of men. With regards to the size of those bonus payments, men are being paid more than women. However, compared to the 2018 gender pay report, the difference in the mean and the median has been significantly reduced. Men are being paid a mean bonus payment of 51.5% more than women and a median bonus payment of 46.3%. In the 2018 report this difference was much higher at 71.9% mean and 55.1% median payment. We have determined that the main reason for the difference continues to be that the roles that pay the larger bonuses are held by more men than women in the Upper Middle and Upper pay quartiles.
We do not believe that there is a gender bias in our approach to bonus pay, especially when considering that a greater proportion of women receive a bonus than men. But we recognise that the mean and median gender bonus gap will only close because of an increased number of women holding roles in the Upper Middle and Upper pay quartile bands. As the numbers show, we have already made an improvement to close this gap.
For instance, our UK Lead Team now consists of 50% women and 50% men, whereas this was not the case a year ago.
A further step to promote gender equality is the launch of the Goodyear Women’s Network within our EMEA region; to promote gender diversity, especially at leadership levels and provide opportunities to attract, motivate and retain women at Goodyear.
We remain committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or 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 their sex (or any other characteristic set out above). As such, we:
evaluate job roles and pay grades within a fair pay grade structure
carry out pay and benefits audits at regular intervals;
have clear processes and approvals in place for any pay reviews
provides regular anti-discrimination training for all managers and other staff members who are involved in pay reviews; and
We are committed to reporting on an annual basis.
I, Yasmine Goudembourg, HR Manager, confirm that the information in this statement is accurate.