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.

2021 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

Mean Gender Pay Gap

14.38%

14.98%

12.17%

12.41%

Median Gender Pay Gap

10.18%

10.25%

7.27%

3.43%

Mean Bonus Gender Pay Gap

42.10%

42.60%

42.61%

37.64%

Median Bonus Gender Pay Gap

25.87%

40.77%

42.55%

50.27%

Percentage of males receiving a bonus

77.46%

72.11%

71.42%

89.21%

Percentage of females receiving a bonus

55.45%

53.93%

55.57%

79.20%

Upper Quartile Males

84.86%

77.91%

84.66%

72.44%

Upper Quartile Females

15.14%

22.09%

15.34%

27.56%

Upper Middle Quartile Males

77.68%

63.57%

76.58%

73.33%

Upper Middle Quartile Females

22.32%

36.44%

23.42%

26.67%

Lower Middle Quartile Males

62.67%

78.20%

63.72%

65.33%

Lower Middle Quartile Females

37.73%

21.80%

36.28%

34.67%

Lower Quartile Males

76.24%

84.37%

78.94%

76.44%

Lower Quartile Females

23.76%

15.63%

21.06%

23.56%

 

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.  Imagery used to promote vacancies is of existing employees from different backgrounds and already working across a variety of business areas.

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.

Interviewers use a scoring template which is recorded by HR to qualify and explain final selection decisions.

An HR Manager sits on all interviews for Grade 5 (management level) vacancies and above.

Recruitment profile reports are issued weekly to the Leadership and Board to track progress on gender split by application and 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.

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, 14 of which are female.

Open forums – open to all colleagues at any level - have been hosted by the Chairman & CEO and HR Director 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 2021 the Chairman & CEO 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.  In 2020, three senior women were recognised with an Inspiring Woman Award and more have made this year’s shortlist.  This recognition allows the business to share with a wider audience the opportunities for women in our industry.

Increased support

We created Leading Ladies - a support network that any female TrustFord colleague can join. The group arrange quarterly virtual calls to collectively discuss achievements, members' development, opportunities, work concerns or anything else.  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.

Our women’s mentoring scheme was also launched and has given 8 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.

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