Gender Pay Gap Statement
Amberstone Security is a privately owned company and is a provider of security services in the UK, Ireland and Europe.
As of March 2022 Amberstone has over 200 clients, and over 4,500 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 15th March 2021 showing data of full pay relevant colleagues for this period, this snap shot was reduced by some colleagues being on furlough and includes the following:
1228 colleagues: 1119 males and 109 females
National minimum wage was £8.72 per hour during this period.
The proportion of male and female employees are split into quartile bands based on ordinary hourly pay ranges.
9.3% of colleagues are female
9.7% of colleagues are female
6.8% of colleagues are female
6.3% of colleagues are female
Median hourly pay for males is £8.72
Median hourly pay for females is £8.75
Median pay gap is 0.3% in favour of females
Mean hourly pay for males is £9.66
Mean hourly pay for females is £10.07
Mean pay gap is 4.3% in favour of females
Bonus payments include bonus and commission schemes. 40.75% of males (456 of 1119 males) and 47.71% of females (52 of 109 females) were paid bonuses.
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.
Females are proportionately more likely to be paid a bonus than men.
Median bonus for males was £791.22
Median bonus for females was £471.05
Mean bonus for males was £682.58
Mean bonus for females was £594.02
Mean bonus gap is 12.97% in favour of males
I confirm that the data published in this report is accurate.
Dan Hardy
Managing Director