Gender Pay Reporting

From 2017, the UK Government has stipulated any organisation with 250 employees or more must report on its gender pay gap. To comply with this, TrustFord has published information on our website and reported our data to the government. This report provides an overview of our current position in respect of gender pay gap.

2024 Report

In line with our ambition to be an Employer of Choice, we continue to focus on making TrustFord more inclusive to ALL members of society. Women are more predominantly employed in roles such as Administration, HR, Marketing and customer service positions.  We continue to review and update our processes and policies in our quest to attract a more diverse workforce across all areas of the business.

	2017	2018	2019	2020	2021	2022	2023
Mean Gender Pay Gap	14.38%	14.98%	12.17%	12.41%	5.61%	8.44%	5.49%
Median Gender Pay Gap	10.18%	10.25%	7.27%	3.43%	-3.78%	3.23%	2.05%
Mean Bonus Gender Pay Gap	42.10%	42.60%	42.61%	37.64%	24.46%	32.24%	39.62%
Median Bonus Gender Pay Gap	25.87%	40.77%	42.55%	50.27%	29.15%	24.73%	28.27%
Percentage of males receiving a bonus	77.46%	72.11%	71.42%	89.21%	67.09%	78.88%	69.43%
Percentage of females receiving a bonus	55.45%	53.93%	55.57%	79.20%	47.38%	53.79%	47.86%
Upper Quartile Males	84.86%	77.91%	84.66%	72.44%	80.52%	80.33%	79.14%
Upper Quartile Females	15.14%	22.09%	15.34%	27.56%	19.48%	19.67%	20.86%
Upper Middle Quartile Males	77.68%	63.57%	76.58%	73.33%	68.18%	73.43%	74.13%
Upper Middle Quartile Females	22.32%	36.44%	23.42%	26.67%	31.82%	26.57%	25.87%
Lower Middle Quartile Males	62.67%	78.20%	63.72%	65.33%	80.68%	68.85%	64.55%
Lower Middle Quartile Females	37.73%	21.80%	36.28%	34.67%	19.32%	31.15%	35.45%
Lower Quartile Males	76.24%	84.37%	78.94%	76.44%	73.38%	76.23%	79.62%
Lower Quartile Females	23.76%	15.63%	21.06%	23.56%	26.62%	23.77%	20.38%

 

Actions include raising awareness of on-going career and promotion opportunities and to break the traditional perception of a ‘men only’ environment.

A number of initiatives are underway to bring this to life:

Recruitment

Job advertisements and descriptions have been updated to ensure their content is gender neutral.   We will be launching our new career website in May 2023. Images and films to promote vacancies are of existing colleagues from different backgrounds. In addition to this, our colleagues talk about what its like working for TrustFord and discuss the support that’s given to them. For example reasonable adjustments for Disabilities, how colleagues are able to practise their religion, flexible working/ good work life balance.  

TrustFord has signed up to the Disability Confident scheme and is a Disability Confident Committed employer. We are working with Job Centre+ and are committed to offer disabled people the opportunity to carry out work experiences and trials with us.  Once our career refresh is complete, we will be implementing an Accessibility Toolbar and our website will be AA compliant (web accessibility)

Identifying information has been removed from job applications to remove potential unconscious bias from our process.

The majority of our roles are now advertised as 'happy to talk flexible working' to promote flexible hours and we have also introduced a hybrid working policy.  This promotes a ‘2 days in office’ and ‘3 days working from home’ (or pro-rata for part-time positions) approach for all suitable roles going forward. 

Our interview process now highlights the importance of diversity to our candidates and makes it easier to identify whether candidates could need any additional support in their role.

HRBP sits on all interviews for Grade 5 (management level) vacancies and above.

HR metrics reports are issued monthly, tracking the progress on gender split by applications and internal roles filled.

Policies

Our Equal Opportunity policy has been amended to provide further clarity around TrustFord's commitment to diversity, inclusion and equality for all, with a zero tolerance policy against discrimination.

We have created a speak up culture and introduced a speak up policy where any colleague can call out inappropriate behaviour. Colleagues can also raise ideas and suggestions for improvement in the aim to ensure we are inclusive to all.

 

Driving Awareness and Training

In 2021 we introduced our Future Leaders Development programme to further encourage more progression from within the organisation.  This has given Senior Managers the opportunity to encourage and put forward those who may not otherwise have felt courageous enough to step forward. The programme is facilitated by an external consultancy - 35 Future leaders are participating this year, 12 of which are female.

We also introduced our Driving4Leadership programme which is designed for high potential managers, to develop the skills they require to join the senior management team.

In 2022, we delivered Diversity and Inclusion training to all colleagues within the business. This focused on equity, inclusion, and the importance and benefits of having a diverse workforce.  

Internal Communications – As part of our D&I strategy, we are communicating and celebrating various religions and celebrations across the year. To ensure we are authentic, our existing colleagues share their experiences, religions, and beliefs. The purpose is to ensure we represent the communities we serve by and to ensure people can see themselves reflected within the business. The content is also being shared on social media to attract diverse talent and gain more attraction to our company.

Open forums – open to all colleagues at any level - have been hosted by the board to understand the challenges and what else can be done to attract a more diverse workforce.

The Board & Leadership have had structured Diversity and Inclusion forums to discuss experiences, opportunities and challenges.

In 2022 Our current CEO re-signed up as a member of the 30% Club -  https://www.automotive30club.co.uk.  This organisation aims to encourage women into our industry with a goal to include 30% of women in automotive board and leadership roles by 2030.  A number of senior women have been active members for some time: 25% of the TrustFord board and 30% of the Board and Leadership team are female. 

As part of our participation in the 30% Club, colleagues take part in discussion groups, give talks to school children and also have an opportunity to vote for Inspiring Women in the company. .

Increased support

We created Leading Ladies - a support network that any female TrustFord colleague can join. The group arrange  monthly calls to collectively discuss achievements, members' development, opportunities, work concerns or anything else. It is also an opportunity for employees to discuss how to attract and retain diverse talent and provides an opportunity to challenge current policies.   A closed chat group is accessible to all members who can reach out on any topic they want to discuss.  Conversations have ranged from seeking general support to discussions on how to cope with the menopause and its symptoms.

We hold menopause virtual meetings bimonthly. Collectively as a group, they support one another by talking through symptoms, and look at various ways where we can support and retain colleagues going through the menopause.

We also support our maternity returners to ensure they have a smooth transition back into the workplace. At month 6 our HRBP will contact the colleague to discuss various options such as flexible working and whether she needs a private space to breastfeed.  

Our women’s mentoring scheme was also launched and has given  16 women the opportunity to be mentored by female senior managers within the Group.

Summary

Our D&I agenda continues to be core to our business strategy, with further discussions, planning and data reporting underway to ensure this is integral to all that we do going forward.