Orion Electrotech Ltd

Gender Pay Gap Report – 5th April 2022

Gender pay gap report
Orion Electrotech Ltd is a successful multi award-winning recruitment consultancy with over 27 years’
experience. Focusing on the Engineering, Manufacturing, Utilities and Construction markets, wedeliver contract and permanent recruitment services to both large blue chip and SME clients acrossthe UK.
Orion Electrotech Ltd employed 282 members of staff on the snapshot date and are therefore
required by law to publish a gender pay gap report.
The report on the next page is taken using a snapshot date of 5th April 2022 and includes both ourinternal employees as well as our agency workers who sit on our payroll. Our report has been
generated using 282 full-pay relevant employees, 217 are agency workers (174 male/43 female) and
65 internal staff (29 male/36 female).
There are three key factors influencing our GPGR results• As an employment business, our agency workers’ pay is heavily controlled by our clients.
• Bonus structures are very different between the two types of workers we are reporting on(agency & internal staff).
• Our agency workers are majority male (80%) whereas the ratio of internal staff is more balanced(45% male). This has a big influence when GPGR results are combined.
Therefore to understand our GPGR better and create a clearer picture, we have taken the extra steps
to also analyse our internal staff only.

Understanding the GDGR
• Pay Quartiles – the proportion ofmale and female full-pay relevant
employees in the lower, lower middle,
upper middle and upper quartile paybands• Mean gender pay gap – the differencebetween the mean hourly rate of payof male full-pay relevant employees
and that of female full-pay relevant
employees• Median gender pay gap – thedifference between the medianhourly rate of pay of male full-pay
relevant employees and that offemale full-pay relevant employees• Bonus Pay proportions – theproportions of male and female
relevant employees who were paidbonus pay during the relevant period• Mean bonus gap – the difference
between the mean bonus pay paid tomale employees and that paid tofemale relevant employees• Median bonus gap – the difference
between the median bonus pay paid
to male relevant employees and that
paid to female relevant employees

Internal & Agency Staff GPGR
Pay Quartiles
Upper Hourly Pay Quarter

22%

78%

Upper Middle Hourly Pay Quarter

27%

73%

Lower Middle Hourly Pay Quarter

30%

70%

Lower Hourly Pay Quarter

33%

67%

Percentage of staff who received bonus pay

42%

17%

Mean gender pay gap -1.0%
Median gender pay gap 0.0%
Mean gender pay gap using bonus pay 35.0%

Median gender pay gap using bonus pay 34.0%

Data Analysis
Quartiles are male dominated due to the industries wetrade in.
The pay gap using bonus pay is significantly higher
than the overall GPG due to the dilution of average
pay once the large amount of male agency staff areadded, as the majority don’t receive a bonus.
The mean and median gender pay gap using bonus
pay is heavily influenced by internal staff (88% vs 12%
agency workers).

Internal Staff GPGR
Pay Quartiles

Data Analysis

Upper Hourly Pay Quarter

44%

56%

Upper Middle Hourly Pay Quarter

43%

57%

Lower Middle Hourly Pay Quarter

71%

29%

Lower Hourly Pay Quarter

61%

39%

Percentage of staff who received bonus pay

53%

47%

Mean gender pay gap 31.4%
Median gender pay gap 34.0%
Mean gender pay gap using bonus pay 42.8%

Median gender pay gap using bonus pay 64.6%

3% increase in women representation in the upper pay
quartile compared to April 2021. 6% reduction in women
representation in the lower quartile and an increase in thelower middle pay quartile.
The Mean Gender Pay Gap 31.4% (vs 25.1% 2021)
The Median Gender Pay Gap 34% (vs 32.6% 2021)
The Mean Gender Bonus Pay Gap 42.8% (vs 24% 2021)
The Median Gender Bonus Pay Gap 64.6% (vs 48% 2021)
This year we saw a number of job role promotions forbusiness development consultants and these positions
naturally earn higher bonuses/commission.
If we exclude any bonus payments to calculate the GPG, theMean would reduce to 6.2% and the Median 13.3%. Over ¾
of our internal staff are Sales Consultants and are paid
commission. This commission in the majority of cases is paidin proportion to the revenue they generate.

Conclusion
Orion are committed to equality and want to develop a better understanding of our GPG so we can implement appropriate actions topromote equality and diversity as an employer.
For our agency staff we will continue to introduce both male and females candidates to our clients, this is always dependant on individualsapplying.

Declaration
I confirm this report has been generated within the guidelines outlined in the legislation of the gender pay reporting.
Claire Morton – Operations Director – Orion Electrotech Ltd