2022 Gender Pay Gap Report
Ultraframe (UK) Limited (including other group entities) is a manufacturing company operating from 3 factory sites in the North West, and one of the biggest employers in the town of Clitheroe Lancashire.
We aim to establish and maintain a working environment where all employees are treated fairly and equally, ensuring equal opportunities for all. We value our employees and appreciate the benefits of having an inclusive and diverse workforce.
To highlight the importance of equality, the UK government has introduced legislation that focuses on the mandatory reporting on gender pay. All large UK companies employing more than 250 employees are required to publish a report on their gender pay gap.
All statistics were compiled using standard methodologies set out in the Regulations based on a “snapshot date” of 5th April 2022, with reference to the ACAS guidelines where appropriate.
We have a negative gender pay gap in our business which means that the average pay for women is slightly greater than that of men. This is due to the structure of our manufacturing business, where like many other similar organisations, we receive very few female applicants for shop floor positions.
Men and women are paid equally for doing equivalent jobs across our business, and we value gender diversity across our workforce.
Pay and Bonus Gap
| Mean | Median | |
| Pay | -2.32% | -6.52% |
| Bonus | 13.28% | -10.55% |
The proportion of males receiving a bonus was 83%, and the proportion of women receiving a bonus was 78%.
Proportion of Males / Females in Each Pay Quartile
| Males | Females | |
| Upper | 75% | 25% |
| Upper Middle | 80% | 20% |
| Lower Middle | 83% | 17% |
| Lower | 88% | 12% |
Women are therefore underrepresented in all quartiles consistent with many other businesses in our sector, particularly those associated with Science, Technology, Engineering and Mathematics (STEM). It has been encouraging to note that at the time of writing (Feb 2023) the percentage of women working in the company has risen from 14% to 18% since the start of Gender Pay Gap reporting in April 2017.
As an organisation, we are confident that our existing policies regarding recruitment, reward, maternity and flexible working already contribute to our ability to attract and retain women within our organisation.
I confirm that the information in this report is accurate.
Kevin Bryer - Finance Director
20/02/2023
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