ERA Gender Pay Gap Report | 2022-2023

ERA

Gender Pay Gap Report

ERA Home Security Ltd (ERA) continues to drive the innovation that underpins home security. With over 175 years of manufacturing, design and innovation, we have been firmly at the heart of securing Britain’s homes since 1838. 

Under UK legislation, all organisations with 250 employees or more, are required to publish data which demonstrates the pay differential between male and female pay.

Our gender pay gap statistics reflect the remuneration of employees of the company on the snapshot date of 5 April 2022. Our statutory report’s gender pay gaps and quartiles are calculated from 364 individuals: 245 male and 119 female.

As enshrined in the Group’s Diversity & Inclusion Policy, ERA is committed to supporting employment policies and practices that ensure that all decisions involving people (including recruitment, reward and people development) are made based on objective assessment that reflect talent, engagement and achievement, and are not subject to any form of bias.

The Company is committed to ensuring that equivalent roles within each of its areas receive appropriate and equivalent remuneration. Accordingly, our that  employment policies, human resource systems and processes are focused on attracting and developing a diverse workforce of the highest calibre.

Reporting ERA’s gender pay gap

The results shown below are the aggregation of our UK employees.

The UK Government gender pay gap regulations asks for four sets of data:

1. Reporting differences in mean and median pay between males and females, calculated on the basis of equivalent hourly pay rates

Mean hourly pay difference between male and female employees					15.38%
Median hourly pay difference between male and female employees					15.43%

 

2. Reporting the distribution of males and females between pay band quartiles, calculated using the range of hourly pay rates

Lower quartile pay band				Male	45%
				Female	55%
Lower middle quartile pay band				Male	74%
				Female	26%
Upper middle quartile pay band				Male	76%
				Female	24%
Upper quartile pay band				Male	75%
				Female	25%

 

3. Reporting the differences in mean and median bonus pay between males and females differences in mean and median bonus pay between males and females

Mean difference between male and female bonus payments					-243.53%
Median difference between male and female bonus payments					-256.67%

 

4. Reporting the proportion of males and females receiving bonus pay in a year.

Proportion of male employees receiving a bonus payment					17.96%
Proportion of female employees receiving a bonus payment					6.72%

Managing the Gender Pay Gap for the future

Our current pay gap is in part, driven by the traditionally male dominated nature of our industry and in part, by the higher proportion of women in more junior roles with lower earning potential. However, since 2020, we have seen a decrease in the overall mean and medium pay gap which is reflective of our focus on supporting equal development opportunities within the business and our approach to recruitment and selection. Furthermore, the introduction of the real living wage for all employees has narrowed the gap.

The reinstatement of the management bonus scheme, which had been cancelled in 2020 due to the pandemic has resulted in women receiving a higher average bonus than men.

We have seen an increase in the proportion of women in the middle quartile roles since 2020, but we remain focussed on ensuring we see a male to female ratio across all quartiles that is more reflective of the overall ratio across the business.

As part of our ongoing commitment to gender pay we will:

• Continue to review and support equal development opportunities across the business and provide flexibility in terms of working arrangements wherever possible.
• Continue to review our pay and benefits structure using external benchmarking tools to remove potential for gender bias.
• Provide formalised support to female high potentials to support their progression to more senior roles within the business. Focus on Commercial team to increase the number of female Sales Representatives.
• A more structured approach to selection to remove any gender bias within the recruitment process.