Ford Retail About Us Gender Pay Gap

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.

TrustFord and PartsPlus pay on average 14.98% more to men than women. This difference is largely the result of our current gender split across higher paid roles in the companies (i.e. we currently have more men in higher earning senior roles). We are committed to closing our gender pay gap and have a proactive strategy to increase the number of women in the organisation using many incentives including the 30% club which commits to having 30% of women in senior roles by 2030.

Reporting Requirement 2017 Percentage 2018 Percentage Includes Narrative
Mean Gender Pay Gap in Hourly Pay 14.38% 14.98% This includes all colleagues but excludes NI and CI. The calculation is based on basic salary and bonus earnings. This is the difference in average hourly pay between men and women. Currently, men are paid 14.98% more than women. This gap is the result of our current gender split across the higher paid roles in TrustFord, e.g. we have more men in higher earning senior roles
Median Gender Pay Gap in Hourly Pay 10.18% 10.25% This includes all colleagues but excludes NI and CI. The calculation is based on basic salary and bonus earnings. This is the difference in the middle points of hourly pay for men and women. Currently, men are paid 10.25% more than women. This gap is the result of our current gender split across the higher paid roles in TrustFord, e.g. we have more men in higher earning senior roles.
Mean Bonus Gender Pay Gap 42.10% 42.60% This includes all colleagues that earn a bonus but excludes NI and CI. This is the difference in average bonus pay between men and women. Currently, men are paid 42.60% more in bonuses than women. This gap is the result of our current gender split across the roles that include a bonus as part of their reward package (e.g. salesperson).
Median Bonus Gender Pay Gap 25.87% 40.77% This includes all colleagues that earn a bonus but excludes NI and CI. This is the difference in the middle points of men and women bonus earnings. Thus men paid 40.77% more in bonuses than women. This is representative based on the proportion of men being in roles that attract a bonus and women being in roles that do not e.g more women in administrative roles such as sales admin.
Proportion of Males and Females receiving a bonus Percentage of Males 2017 Percentage of Females 2017 Percentage of Males 2018 Percentage of Females 2018 Narrative
Total percentage of colleagues 77.46% 55.45% 72.11% 53.93% This is the percentage of men and women receiving a bonus. This is again representative based on the proportion of men and women being in roles that attract a bonus. e.g more male sales execs and technicians
Quartiles Percentage of Males 2017 Percentage of Females 2017 Percentage of Males 2018 Percentage of Females 2018 Narrative
Upper Quartile 84.86% 15.14% 77.91% 22.09% Upper Quartile is 100% of grade 5 and above.
Upper Middle Quartile 77.68% 22.32% 63.57% 36.44% Upper middle is 100% of grade 6 and 32% of grade 7.
Lower Middle Quartile 62.67% 37.73% 78.20% 21.80% Lower middle is 51% of grade 7.
Lower Quartile 76.24% 23.76% 84.37% 15.63% Lower quartile is 17% of grade 7 and 100% of grade 8’.
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