Gender Pay Gap Report

April 2020

Overview

 “I am pleased to publish our third gender pay gap report. Our vision is for Bristow & Sutor to be at the forefront of efforts to secure and promote an enforcement and debt collection sector that is characterised by high standards of ethics and professionalism. We want to achieve this by recruiting and retaining staff who share our core values of accountability, transparency, respect and integrity and are committed to promoting best practice.

 We wholeheartedly support the principles of equality, diversity and inclusion in employment and are opposed to all forms of unfair or unlawful discrimination in the workplace.  We seek to promote this in all job adverts and recruitment, induction, employment, pay and benefits, training and career development (including promotions), terms and conditions of service, and also when managing any grievance or disciplinary issues.  In support of this, we have developed an EDI Action Plan which shall enable us to fulfil these objectives in an even more proactive and inclusive way.  This focuses, amongst other things, on visibility of data, targeted recruitment and selection, strategic partnerships with representative bodies of under represented groups and raising awareness amongst existing staff through regular and targeted training

 We aim to provide everyone here with the same opportunities to build a successful career, regardless of background.”

 Andy Rose, Chief Executive Officer

Background

 Although in any given role male and female employees earn the same basic salary and have the same bonus arrangements, they tend to undertake different roles:

 Enforcement agents earn bonuses based on amounts they collect and so will still typically earn more than staff undertaking general office roles. Therefore, as 43% of staff are enforcement agents, the people undertaking this role will continue to earn more in total and particularly in bonuses than other non-management staff. These individuals are predominantly male and therefore males as a group earn more in total and in bonuses than females.

Statutory Disclosures

 Bristow & Sutor Services has more than 250 employees. Under the regulations we are required to report our gender pay gap data for this entity for the 12 months to 31 March 2019 as set out in the table below:

Declaration

 We confirm that Bristow & Sutor’s pay gap calculations are accurate and in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Andy Rose - Chief Executive Officer

Michael Byng - Group Finance Manager

Understanding the gap

What does the gender gap mean?

 The ‘mean’ gender pay gap of 24.5% means that the average female employee earned 24.5% less in total than the average male employee.  Put another way, the average female employee’s total earnings were 75.5% of the average male employees earnings.

 The ’mean’ bonus pay gap of 83.9% mean that the average female employee earned 83.9% less in bonuses than the average male employee (or the average female’s bonuses were 16.1% of the average male employee’s bonuses).

 The mean is the average amount across all males and all females.  The median is the person in the middle when all males and females are ranked in order of total pay or bonus.