Introduction

The gender pay gap shows the difference between the average (mean and median) earnings of men and women.  This is expressed as a percentage of men’s earnings.  Nationally, the gender pay gap varies by occupation, age group and even working patterns.

New legislation is now effective whereby an employer must comply with the regulations for any year where they have a headcount of 250 or more employees on the snapshot date.  The snapshot date for private and voluntary sector organisations is the 5 April.  The first year of reporting is based on data as at 5 April 2024. For the purposes of gender pay reporting, the definition of who counts as an employee is defined in the Equality Act 2010:

• Employees (those with a contract of employment)
• Workers and agency workers (those with a contract to do work or provide services)
• Some self-employed people (where they have to personally perform the work)

Agency workers will form part of the headcount of the agency that provides them, and not the employer they are on assignment to.  It is a requirement to calculate and publish separate reports based on each separate legal entity.  The headcount for Hampshire and Kent Commercial Services LLP as at the snapshot date is 23 and the total headcount including agency workers on the weekly payroll for Connect2Hampshire is 364. 

It is noteworthy to highlight that there is limited control and influence over the pay rates of the 364 agency workers that are on the weekly payroll compared to the extent of control and influence Hampshire and Kent Commercial Services has on its own employees.  With this in mind, the proceeding narrative does differentiate between the Hampshire and Kent Commercial Services LLP total headcount (including agency workers) gender pay gap and the pay gap within the staff population excluding agency workers).

The gender pay reporting focuses on the following information:

• The mean gender pay gap (shows the difference between the mean hourly rate of pay that male and female full-pay relevant employees receive)
• The median gender pay gap (shows the difference between the median hourly rate of pay that male and female full-pay relevant employees receive)
• The mean bonus gender pay gap (shows the difference between the mean bonus pay that male and female relevant employees receive)
• The median bonus gender pay gap (shows the difference between the median bonus pay that male and female relevant employees receive)
• The proportion of males and females receiving a bonus payment (shows the proportion of make relevant employees who were paid any amount of bonus pay, and the proportion of female relevant employees who were paid any amount of bonus pay)
• The proportion of males and females in each quartile pay band (shows the proportions of male and female full-pay relevant employees in four quartile pay bands)
• A written statement

Results:
        

Written statement

• The mean gender pay gap for the whole of Hampshire and Kent Commercial Services LLP is -1.99 (rounded to one decimal place). Male mean hourly rate is £16.87; whereas female mean hourly rate is £17.21. This highlights that men have a mean hourly rate -1.99% less than women.  The difference in pay is heavily impacted by a low number of agency workers appointed in senior roles. 
  
  
• The mean gender pay gap for permanent employees of Hampshire and Kent Commercial Services LLP is -12.84% (rounded to one decimal place). Male mean hourly rate is £14.32; whereas female mean hourly rate is £16.16. This highlights that men have a mean hourly rate -12.84 less than women. 
  
  
• The median gender pay gap for the whole of Hampshire and Kent Commercial Services LLP is 87% (rounded to one decimal place). Male median hourly rate is £14.74; whereas female median hourly rate is £13.88. This indicates that women have a median hourly rate 5.87% less than men.
  
  
• The median gender pay gap for permanent employees of Hampshire and Kent Commercial Services LLP is -0.10% (rounded to one decimal place). Male median hourly rate is £14.32; whereas female median hourly rate is £14.31. This indicates that men have a median hourly rate 0.10% less than women.
  
  
• The mean bonus gender pay gap is -31.6%. The mean bonus pay of men for permanent employees in Hampshire and Kent Commercial Services LLP is £4729.96 and the mean bonus pay for women in Kent Limited is £6223.46  Women therefore have received a higher mean bonus payment than men by -31.6%
  
  
• The median bonus gender pay gap is 7%. The median bonus pay of men for permanent employees in Hampshire and Kent Commercial Services LLP Limited is £258.60 and the median bonus pay for women in Hampshire and Kent Commercial Services LLP Limited is £127.45  Women therefore have received a lower median bonus payment than men by 50.7%
  
  
• The proportion of males and females receiving a bonus payment indicates how much more likely one gender of employee is more likely to receive a bonus payment. Of 1 male relevant employees, 1 received a bonus, and of 22 female relevant employees, 15 received a bonus. This means 100% of men received a bonus and 2% of women received a bonus.
  
  
• As the agency workers do not receive bonuses, the proportion of males and females receiving a bonus payment across the whole of Hampshire and Kent Commercial Services LLP indicates that 1% men have received a bonus and 3% of women have received a bonus.
  
  
• There are 387 full-pay relevant employees in Hampshire and Kent Commercial Services LLP including staff on both the permanent and agency payrolls. These have been arranged by lowest hourly rate of pay to the highest hourly rate of pay; and then the full list has been divided into four quartiles and ensured employees on the same hourly pay rate have been distributed evenly by gender where they cross the quartile boundaries:
  
  
• Of the 96 employees in the lower quartile, 23 are male and 73 are female. This means 24% are male and 76% are female.
• Of the 97 employees in the lower middle quartile, 27 are male and 70 are female. This means 27.8% are male and 72.2% are female.
• Of the 97 employees in the upper middle quartile, 33 are male and 64 are female. This means 34% are male and 66% are female.
• Of the 97 employees in the upper quartile 22 are men and 75 are female. This means 22.6% are male and 77.4 % are female.
  
  
• There are 23 full-pay relevant permanent employees in Hampshire and Kent Commercial Services LLP. These have been arranged by lowest hourly rate of pay to the highest hourly rate of pay; and then the full list has been divided into four quartiles and ensured employees on the same hourly pay rate have been distributed evenly by gender where they cross the quartile boundaries:
  
  
• Of the 5 employees in the lower quartile, 0 are male and 5 are female.  This means 0% are male and 100% are female.
• Of the 6 employees in the lower middle quartile, 1 are male and 5 are female. This means 16.7% are male and 83.3% are female.
• Of the 6 employees in the upper middle quartile, 0 are male and 6 are female. This means 0 are male and 100% are female.
• Of the 6 employees in the upper quartile 0 are men and 6 are female. This means 0% are male and 100% are female.
  
  

This gender pay report reveals that although fewer men are employed by Hampshire and Kent Commercial Services LLP on the non-agency payroll, they are not disadvantaged in terms of hourly or bonus pay.

The pay differential between men and women on the agency payroll shows that male staff receive lower mean average hourly rates compared to female staff. However, this trend does not apply to the median average hourly rate, where men earn a higher median hourly rate than female staff. Across all quartiles of Hampshire and Kent Commercial Services LLP, women are more prevalent.

Hampshire and Kent Commercial Services LLP continues to enhance its recruitment and selection practices. The robustness of these processes includes thorough shortlisting and review by our talent acquisition team. Whenever possible, we ensure our selection panels are gender-balanced.

Hampshire and Kent Commercial Services LLP is committed to fostering positive gender diversity and inclusion.