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ERA Gender Pay Gap Report | 2019-2020

ERA

Gender Pay Gap Report

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.

This year’s report reflects the exceptional measures taken by the company to respond to the pandemic: in addition to placing many of our workers on furlough, as part of the company’s cash saving measures, between 1 April 2020 and 31 July 2020, the senior management team volunteered reductions of 20% of their base salaries.

However, as the impact of the pandemic on the Group became clearer, it was deemed possible to repay the employees the amounts that they had voluntarily forgone between 1 April 2020 and 31 July 2020. As these payments were made after April, they are outside of the scope of these gender pay gap statistics, which reflect the remuneration of employees of the Group on the snapshot date of 5 April 2020.

In accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (the Regulations), furloughed workers have been excluded from some of the statistics in this report. For this reason, our statutory report’s gender pay gaps and quartiles are calculated from only 52 individuals: 38 male and 14 female.

Employment Policies

ERA is committed to supporting employment policies and practices that make provision for equal opportunities and non?discrimination, and that comply with relevant local legislation and accepted employment practice codes. An Investors in People Gold Standard holder with a clear set of universally understood business values, we continue to use opportunities to promote from within, based on merit, to help increase not just the gender, but overall diversity of our workforce.

The company is committed to ensuring that equivalent roles within each of its areas receive appropriate and equivalent remuneration which is validated on an annual basis using externally sourced Towers Perrin data.  Accordingly, our Employment policies, human resource systems and processes are focused on attracting and developing as diverse a workforce as possible.

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

 

19%

 

Median hourly pay difference between male and female employees

 

20%

 

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

92%

       

Female

8%

           

Upper middle quartile pay band

Male

77%

       

Female

23%

           

Upper quartile pay band

 

Male

77%

       

Female

23%

 

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

           

Mean difference between male and female bonus payments

 

37%

 

Median difference between male and female bonus payments

 

36%

 

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

           

Proportion of male employees receiving a bonus payment

 

10%

 

Proportion of female employees receiving a bonus payment

 

14%

 

Managing the Gender Pay Gap for the future

Our Executive team acknowledges the imbalance of women in more senior roles and welcomes the Government initiative on pay gap reporting.. Our current gap is driven in part, by the traditionally male dominated nature of our industry and in part, by the high proportion of women in more junior roles with lower earning potential.

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

  • Review and support equal development opportunities and provide flexible working arrangements wherever possible;
  • Continue to review our pay and reward structures to make sure gender bias doesn’t exist. Our roles are already underpinned by job evaluation and transparent grades, but the report highlights the need to do more to improve equality and diversity;
  • Apply this same lens to our recruitment practices, making sure we use gender neutral language so as to encourage more female applications for roles across the business particularly in our Manufacturing and Design Teams

We are committed to continuing to question and truly understand any barriers to equality and diversity, and take action so that we achieve a high performing workforce where all our employees can reach their full potential.