Terms & Conditions Contact Us Star Companies Company Information Menu Home > About Star Refrigeration > Gender Pay Gap Reporting and Equality Gender Pay Gap Reporting and Equality Our reporting requirement under the Gender Pay Gap legislation 2017 means that data is now published on both the Government website and Star website in April each year. Like many engineering companies there is still a large discrepancy in the ratio of male to female staff as can be seen from the staff quartile figures. However, in the past 3 years we have seen a consistent, albeit small, narrowing of the gap. This is reflected in slight reductions in the mean and median gender pay gaps (The median pay gap has decreased from 48.5% to 43.3%). Further to the publication of our gender pay gap statistics we have taken proactive steps to improve our current position which we hope will reflect in our gender pay gap figures in coming years. We have identified the key areas for focus as; removing blockers to progress, ensuring support in the workplace and attracting talent into the business at all levels. The split between male and female staff in the upper quartiles is a fair reflection of the numbers of applications we receive when these posts are advertised and we work hard to ensure that there is no gender bias in salary at all levels of the company. We have continued to work with various initiatives and organisations to promote women in engineering in a drive to attract talent and improve the gender balance at all levels within the business. We recognise that reducing the disproportion between male and female candidates at apprentice and graduate level will be a significant factor in recruiting and retaining skilled staff. In addition, we have introduced enhanced maternity, paternity and shared parental pay. Traditionally women are the main caregivers which has been shown in society in general to have an adverse effect on career and progression opportunities. Providing enhanced maternity pay supports women in the workplace and encourages them to return to their roles. Extending this enhancement to both paternity and shared parental leave aims to normalise shared leave; to enable either parent to take time away from work to care for children. Such family friendly policies also improve our employee benefits package which supports our recruitment and retention objectives. Moreover, these policies are well aligned with the company ethos and complement other benefits offered to employees such as generous sick pay and permanent health insurance. The figures for number of staff receiving bonuses can be quite misleading. To clarify, provided the company has been sufficiently profitable, all staff who are eligible receive an annual bonus. Eligibility is defined as; being employed during the year to which the bonus applies. Therefore, the percentage figures only indicate what percentage of the male and female staff members have joined the company since the end of the previous year. Bonus figures are calculated as a percentage of monthly salary so bonus amounts are proportionate to employees’ annual salaries. 2019-20 2018-19 2017-18 The gender balance in pay quartiles is: The gender pay gap is: Difference between men and women Mean Median Hourly fixed pay 39.9% 43.3% Bonus N/A N/A Gender pay gap reporting is not required under the 2017 Act for Starfrost (UK) Ltd and Star M&E Solutions Limited because they have less than 250 employees. 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