Policy Statement
Heathrow Truck Centre is committed to the principles of equal pay for all of our employees.
The Company aims to eliminate any gender bias in our pay and remuneration systems and
understands that equal pay between males and females is a legal right in accordance with
the Equality Act 2010.
The Company is committed to conducting pay audits in accordance with The Equality Act
2010. More importantly, the Company’s commitment to this area is underlined by
conducting these reports on an annual basis, analysing the results and taking specific action
based on the output.
Pay reviews compare the pay of men and women using the average difference in men’s and
women’s aggregate hourly pay. The aim is to identify any equal and/or gender pay gaps, and
to make recommendations that work towards closing any gaps that cannot be explained by
grounds other than gender.
The Company will review on an annual basis and develop action plans underpinned by the
key pillars of our People Strategy, with the underlying goals:
Leadership: We will articulate and embrace leadership and staff behaviours which support
our values and promote a diverse, inclusive and enabling culture.
Recruitment and Selection: We will build our brand as an employer of choice and develop
creative approaches to secure the best talent.
Learning and Development: We will develop career pathways to enable long-term
development, progression and succession planning.
Both the causes of gender pay inequity and the potential solutions are complex and varied
with many arguably outside the direct control of individual employers. Similarly there are
longstanding social patterns and perceptions that have led to certain occupations (e.g.
heavy manufacturing) being heavily dominated by one gender.
It is in the interests of the Company to ensure that we have fair and just pay and
remuneration systems to assist in attracting and retaining the best employees and to reduce
the equal pay gaps and overall gender pay gap.
Our gender pay objectives are to:
Achieve greater equality in reward outcomes
Positively promote the Company to improve successful female application rates
Use standard principles in determination of appointing salary
Equitable, fair and transparent policies and processes that support career
development.
The Company believes that inclusive and diverse teams at all levels will deliver greater
impact in our business. Placing diversity at the heart of workforce planning (encompassing
recruitment, promotion and succession planning) is vital to achieve a step change in our
staff profile, to build diverse teams at every level, and in every department.
The Company remains committed to fair and equitable remuneration and reward and this
will continue to be a fundamental element of all of our policies and processes.
WOMEN’S HOURLY RATE IS
11% 12.8%
LOWER LOWER
(mean) (median)
PAY QUARTILES
“Upper” quartile
93.2% 6.8%
MEN WOMEN
“Upper middle” quartile
85.4% 14.6%
MEN WOMEN
“Lower middle” quartile
75.3% 24.7%
MEN WOMEN
“Lower” quartile
85.4% 14.6%
MEN WOMEN
WOMEN’S BONUS PAY IS
59.5% 15.4%
LOWER LOWER
(mean) (median)
WHO RECEIVED BONUS
53.6% 67.9%
OF MEN OF WOMEN
WOMEN’S HOURLY RATE IS
12.7% 6.5%
LOWER LOWER
(mean) (median)
PAY QUARTILES
“Upper” quartile
92% 8%
MEN WOMEN
“Upper middle” quartile
87% 13%
MEN WOMEN
“Lower middle” quartile
88% 12%
MEN WOMEN
“Lower” quartile
79% 21%
MEN WOMEN
WOMEN’S BONUS PAY IS
60.3% 5.2%
LOWER LOWER
(mean) (median)
WHO RECEIVED BONUS
54.5% 71.4%
OF MEN OF WOMEN
WOMEN’S HOURLY RATE IS
16.9% 16.2%
LOWER LOWER
(mean) (median)
PAY QUARTILES
“Upper” quartile
97.3% 2.7%
MEN WOMEN
“Upper middle” quartile
85.1% 14.9%
MEN WOMEN
“Lower middle” quartile
76.7% 23.3%
MEN WOMEN
“Lower” quartile
77% 23%
MEN WOMEN
WOMEN’S BONUS PAY IS
66.8% 16.7%
LOWER LOWER
(mean) (median)
WHO RECEIVED BONUS
57.6% 73.5%
OF MEN OF WOMEN
WOMEN’S HOURLY RATE IS
9.5%. 17.1%
LOWER LOWER
(mean) (median)
PAY QUARTILES
“Upper” quartile
91.9%. 8.1%
MEN WOMEN
“Upper middle” quartile
93.7% 6.3%
MEN WOMEN
“Lower middle” quartile
74.2% 25.8%
MEN WOMEN
“Lower” quartile
81% 19%
MEN WOMEN
WOMEN’S BONUS PAY IS
65.2% 9.6%
LOWER LOWER
(mean) (median)
WHO RECEIVED BONUS
53.3% 71.7%
OF MEN OF WOMEN
WOMEN’S HOURLY RATE IS
14.3% 13.0%
LOWER LOWER
(mean) (median)
PAY QUARTILES
“Upper” quartile
93.0% 7.0%
MEN WOMEN
“Upper middle” quartile
93.0% 7.0%
MEN WOMEN
“Lower middle” quartile
79.2%. 20.8%
MEN WOMEN
“Lower” quartile
83.1% 16.9%
MEN WOMEN
WOMEN’S BONUS PAY IS
76.6% 40.3%
LOWER LOWER
(mean) (median)
WHO RECEIVED BONUS
54.6%. 52.4%
OF MEN OF WOMEN
