Wednesday 4th of April 2018
We have taken various steps to eliminate our gender pay gap, including the introduction of flexible and shorter working patterns (where practicable), competitive bonus and incentive structures and transparent recruitment procedures with objective scoring according to stringent job-related criteria to ensure a fair balance of candidates are interviewed and that selection is meritorious rather than gender-based. The gender imbalance of our workforce reflects the proportions of males and females who apply, and surveys indicate that the car rental service we offer does attract a much higher number of male applicants than females for the majority of roles. The disparity is lesser amongst our administrative and managerial staff, and these are often the higher-paying basic salary roles. Our pay grades are fixed regardless of gender, meaning, for example, that a Sales Adviser in the same region will earn the same basic pay irrespective of gender, with the performance bonus being calculated by merit and targets attained on a daily basis.
There is an under-representation of women in our lower-paid Driver / Valeter roles, due to the relatively high interest we receive from male candidates wishing to work in these roles. We have introduced some part-time and flexible roles to combat this. However, the long working hours and remote locations of some of our branches mean it is a less attractive option for many females.
The higher number of females receiving well above the company average basic pay is attributed to the longevity of tenure arising from the relatively stable nature of the managerial, supervisory, administrative and head office roles. This is compared to some of our seasonal roles at branches, where employees do not accrue the length of service to become eligible for multiple annual pay reviews.
For 2018, these statistics show that our priority is to level off the bonus pay disparity by encouraging more women to become eligible for, and to attain, higher sales figures.
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