Gender Pay Gap Statement

Gender pay gap report 2020-2021

Amberstone Security is a privately owned company and is a provider of security services in the UK, Ireland and Europe.

As of October 2021 Amberstone has over 200 clients, and over 4,000 staff. Amberstone has a pre-eminent position in the security market and takes great pride in being an agile high-growth business, creating an exciting and equitable place to work.

At Amberstone, everyone is paid for the role they have in the team and their performance in that role. Some external factors can affect employee remuneration. This is predominately in the provision of human security resources and wholly dependent on the client colleagues are deployed to. These factors include customer and site-based pay variances, previous TUPE entitlements and, on some contracts, national living wage values.

Amberstone is an Equal Pay employer – men and women performing equal work receive equal pay. Amberstone does have a Gender Pay Gap – males are greater presented in the upper quartiles of pay in comparison to females. This is purely based on the security market being a male dominated environment and the senior leaders being male.

We will continually explore how we can close any gaps found within our organisation to create more gender balance, given that we have more men than women. We practice equal opportunities, and we firmly believe in appointing the best candidate into a role regardless of their gender or any other factors covered by the Equality Act.

The data in this report is a snapshot as of 31st March 2020 showing data of full pay relevant colleagues for this period, including the following:

1061 colleagues: 977 males and 84 females.

National minimum wage was £8.21 per hour during this period.

Pay Quartiles

The proportion of male and female employees are split into quartile bands based on ordinary hourly pay ranges.

Upper

12.4% of colleagues are female

Upper-middle

7.5% of colleagues are female

Lower-middle

8.7% of colleagues are female

Lower

3.0% of colleagues are female

Median Pay

Men are paid 2.94% less than females based on a higher median of males on lower pay. For every £1.00 paid to a male a female is paid £1.03.

Males

Median hourly pay for males is £8.50

Females

Median hourly pay for females is £8.75

Median Pay Gap

Median pay gap is 2.9% in favour of females

Mean pay

Males

Mean hourly pay for males is £9.93

Females

Mean hourly pay for females is £10.85

Mean Pay Gap

Mean pay gap is 9.3% in favour of females

Bonus Payments

Bonus payments include bonus and commission schemes. The proportion of men receiving payments is higher based on a vast proportion of the relevant colleagues being male. 1.3% of males (13 of 977 males) were paid bonuses and 3.57% of females (3 of 84 females).

 

The range of bonuses vary, due to the inclusion of sales commission paid to the male dominated sales team and bonuses paid to business leaders. There is equal pay within the leadership and sales team, with all members paid in-line with commission structures paying high performers. Our bonus incentives are based on performance and do not favour gender.

Bonus data is skewed for this reporting period and is based on months 7-12 only due to a TUPE inward process.

Females are paid 14.68% more than males in bonus payments, for every £1.00 paid to males in bonuses a female is paid £1.14.

Median Bonus

There is a pay gap in the payment of bonuses. For every £1.00 paid in bonuses to males a female is paid £2.19, but this is skewed due to higher volume of bonus payments being paid to males of the relevant colleagues.

Males

Median bonus for males was £860.00

Females

Median bonus for females was £2,745.72

Mean Bonus

Males

Mean bonus for males was £2,832.73

Females

Mean bonus for females was £3,248.60

Mean Bonus

Mean bonus gap is 14.7% in favour of females


 

I confirm that the data published in this report is accurate.

Dan Hardy
Managing Director