HomeGender Pay Gap Reporting Resource Recovery Waste Management Industrial Services Water Services Gender Pay Gap Reporting Gender Pay Gap Reporting was introduced as a requirement for employers with at least 250 employees to publish data in relation to their workforce. Employers are now required to calculate and publish the extent of the hourly pay gap between male and female employees, as well as the gender bonus gap and the proportion of employees in each pay quartile. As a socially responsible employer, we actively welcome the opportunity to publish our gender pay gap data in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Employers are required to collect pay data on the snapshot date of 5 April on an annual basis and publish these figures within twelve months of this date. The figures that employers require to publish are as follows: The difference in mean hourly rate of pay between male and female employees; The difference in median hourly rate of pay between male and female employees; The difference in mean bonus pay between male and female employees; The difference in median bonus pay between male and female employees; The proportion of male and female employees receiving bonus pay; and, The proportion of male and female employees in each pay quartile. Gender pay gap reporting is not about equal pay between men and women doing the same job – this practice has been illegal for a number of decades. Instead, it’s a broad measure of gender equality in the workplace. A gender pay gap may exist within an organisation for a number of reasons, and the statutory requirement for reporting may help to identify this. The statistics and data collected for the purposes of this report were collected in accordance with the methodologies set out in the Statutory Regulations. Additional reference was made to the ACAS Gender Pay Gap Reporting guidelines where appropriate. Care was taken to ensure that all data presented in this Report was correct at the relevant snapshot date of 5th April 2019. Overall Findings The details below are presented to highlight the information for those entities that we are legally required to report. However we welcome this opportunity to provide results on the group as a whole. Results Gender Pay Gap Bonus Gap Receiving Bonus Mean Median Mean Median Male Female Enva -4.3% -6.5% -35.2% -133% 65% 42% Note 1: A ‘-ve’ result indicates that the results are in favour of female employees. Note 2: The results above relating to Gender Pay Gap relate to information during April 2019. Note 3: The results above relating to Bonus Gap relate to bonus information between April 2018-March 2019. Group Employee Numbers Female Employees 288 (19.7%) Male Employees 1171 (80.3%) Total Employees 1459 Group Quartile Banding Upper Quartile Upper Mid Quartile Lower Mid Quartile Lower Quartile Gender EE No % EE No % EE No % EE No % Males 264 72.3% 305 83.6% 306 83.8% 296 81.3% Females 101 27.7% 60 16.4% 59 16.2% 68 18.7% We are committed to transparency and ensuring fairness for all employees across the Group. We have published our Gender Pay Gap results for Enva at a Group level and will continue to review and report on Gender Pay Gap data across the Group. Where the data points to anomalies or shortcomings in our commitment to gender equality we will address the underlying issues. Signed, for and on behalf of Enva: Tom Walsh Chief Executive Officer © 2021 Enva | Site Map and Policies Privacy Enva processes data to provide: An enhanced website experience, geolocation and search activity data for marketing purposes, personalised ads and content, ad and content measurement, audience insights and product development. To facilitate this, we actively scan device characteristics for identification and store and/or access information on a device. For more information, please refer to our cookie policy or contact data.protection@enva.com Accept All Reject All