As we employ more than 250 people we’re required by law to publish an annual
gender pay gap report showing the difference in female earnings compared to male earnings.

This is our report for the snapshot date of 5 April 2018:

What is gender pay gap?

The gender pay gap shows the difference in the pay between all men and women in a workforce. Our gender pay gap is the result of the roles men and women work in at mhs and the salaries these roles attract.

Here’s our result against the six reporting requirements:

  1. Mean gender pay gap in hourly pay: 0.9%
  2. Median gender pay gap in hourly pay: 9.5%
  3. Mean bonus gender pay gap: 28%
  4. Median bonus gender pay gap is: 0%
  5. Proportion of men and women receiving a bonus payment 100%

Overall our results are below the national average gap (17.9% mean and 18.4% median).

The mean bonus gender pay gap of 28% is primarily because more women than men work part time and the bonus paid reflects the number of hours worked.

6. Proportion of men and women in each pay quartile:

 

Quartile Men % Women %
Upper 37 63
Upper middle 66 34
Lower middle 38 62
Lower 52 48

Overall we are pleased with the direction of travel on our results and particularly that we have reduced the gender pay gap from 2.5% to 0.9%. When comparing our results nationally, they compare well. But, we’re not complacent and are committed to doing more. We’ll keep our own performance in this area under on-going review and continuously improve the experience of all of our staff in respect of equality, diversity and inclusion.

We’re committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability.

What are we doing to address the gender pay gap?

We have a robust recruitment process to ensure there’s no bias/discriminatory practice and our commitment to equality, diversity and inclusion means we’ll continue to look at how we can continue to reduce our pay gap, and recruit the right people into our roles. We’ll also use every opportunity to attract women into roles where they are traditionally under represented such as surveying and property maintenance.

Ashley Hook signature


Ashley Hook
Chief Executive Officer

Published April 2019