| For Snapshot period 5th April 2022 | |||
| Number | Description | Figures | |
| 1 | Difference in hourly rate of pay – mean | 3.85 % | |
| 2 | Difference in hourly rate of pay – median | 0 % | |
| 3 | Difference in bonus pay – mean | 65 % | |
| 4 | Difference in bonus pay – median | 89.19 % | |
| MALE | FEMALE | ||
| 5 | Percentage of employees who received bonus pay | 2 % | 5.03 % |
| MALE | FEMALE | ||
| 6 |
Employees by pay quartile Lower quartile |
45.61 % |
54.39 % |
| Lower middle quartile | 73.95 % | 26.05 % | |
| Upper middle quartile | 60.03 % | 39.97 % | |
| Upper quartile | 81.78 % | 18.22 % | |
| For Snapshot period 5th April 2021 | |||
| Number | Description | Figures | |
| 1 | Difference in hourly rate of pay – mean | 1.88 % | |
| 2 | Difference in hourly rate of pay – median | 0.89 % | |
| 3 | Difference in bonus pay – mean | 75.31 % | |
| 4 | Difference in bonus pay – median | 83.04 % | |
| MALE | FEMALE | ||
| 5 | Percentage of employees who received bonus pay | 1.94 % | 6.25 % |
| MALE | FEMALE | ||
| 6 |
Employees by pay quartile Lower quartile |
100 % |
0 % |
| Lower middle quartile | 56.14 % | 43.86 % | |
| Upper middle quartile | 76.31 % | 23.69 % | |
| Upper quartile | 83.33 % | 16.67 % | |
| For Snapshot period 5th April 2020 | |||
| Number | Description | Figures | |
| 1 | Difference in hourly rate of pay – mean | 28.88 % | |
| 2 | Difference in hourly rate of pay – median | 36.28 % | |
| 3 | Difference in bonus pay – mean | 93.91 % | |
| 4 | Difference in bonus pay – median | 97.91% | |
| MALE | FEMALE | ||
| 5 | Percentage of employees who received bonus pay | 0.58 % | 8.69 % |
| MALE | FEMALE | ||
| 6 |
Employees by pay quartile Lower quartile |
70.10 % |
29.90 % |
| Lower middle quartile | 85.54 % | 15.46 % | |
| Upper middle quartile | 97.94 % | 2.06 % | |
| Upper quartile | 100 % | 0% | |
Alliance Personnel Limited’s gender pay gap figures are a combined collation of our internal (administrative, management & senior level) staff and our externally placed workers on temporary assignments. The larger proportion of these combined figures are for our temporary workers placed out on assignments.
The pay rates of our externally placed temporary workers covers a broad range of sectors, roles, and skills to which pay rates are largely determined by our clients.
Whilst minimum wage is frequently adopted the higher rate element is geared towards skilled sectors where a higher rate is proportionate to suppler demands with specific licenses / accreditations /skill sets and experience.
For both our internal and external workforce Alliance Personnel believes in being a diverse, inclusive, and fair employer. We strive to make all opportunities available to individuals irrespective of gender and promote all individuals to reach their full potential.
I confirm the data reported is accurate for the snapshot period displayed.
Kelly Smith
Director