Home » Gender Pay Gap
  • ACS embraces the Regulations which require companies with more than 250 employees to publish their gender pay gap calculations.
    ACS is 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 pay employees equally for the same or equivalent work, regardless of their sex (or other characteristic set out above).  As such we already undertake the following actions:

    • We undertake pay and benefits audits at regular intervals;
    • We have in place a Remuneration Committee and processes that control, monitors and authorise changes to pay structures
    • We ensure to provide regular training for all managers who are involved in pay reviews
    • We evaluate job roles and pay grades as necessary to ensure a fair structure

    ACS is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. The gender pay gap is reflective of the roles which men and women work within the company and the salaries that these roles attract.

    Across the UK economy as a whole, men are more likely than women to be in senior roles, including Board Member roles at the top of the organisations. However, at ACS we have already been making strides in reducing our gender imbalance. Our achievements so far include:

    • Since 1st January 2018, over 50% of those promoted to Team Leaders or managerial positions have been female
    • One additional female colleague has been promoted onto Executive Board, with a further two females promoted to Executive Director levels
    • Our reward and recognition programme for 2018, 61% of the awards were presented to females
    • Our peer to peer recognition scheme for 2018, saw 61% recognition being received by female employees
    • Our internal reporting system which enables us to review all our employee data efficiently and identify trends and anomalies
    • Learning & Development schemes are open to all our employees irrespective of gender
    • All staff are set objectives and targets, and provide relevant training for their current and future role potential
    • Introduced a new “Emerging Talent Program” focusing on key management skills for all gender’s

    We are also aware that we need to strive harder in our actions to address our gender imbalance and our gender inclusion strategy moving forward is focussing:

    • By bringing in our recruitment processes back in-house this has enabled us to ensure a gender balanced workforce by positive recruitment processes
    • Attract and develop from a more diverse talent pool
    • Educate and train our leaders to be confident about inclusion, and introduce inclusion as key leadership behaviour
    • Provide an open and embracing work environment
    • To be recognised as a great place to work, where all our people irrespective of gender can realise their potential

    Allport Cargo Services Gender Pay Gap Data

    • Difference in mean hourly rate of pay                                   20%
    • Difference in mean hourly rate of pay                                    2.5%
    • Difference in mean pay                                                          78%
    • Difference in median bonus pay                                              0%
    • Percentage of employees who received bonus pay              Male 83%    Female 84%
    • Employees by pay quartile
      The figures set out above have been calculated using the standard methodologies used in the Regulations.

     

    Updated – July 2019