Alaraby Television Gender Pay Report 2017

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Alaraby Television Gender Pay Report 2017

We are proud of being a diverse and inclusive company. We are committed to continuing to build a diverse and equal workforce by encouraging inclusion initiatives and a supportive environment for all employees.

 

Why are we reporting our gender pay gap?

In April 2017, the UK government implemented new legislation which requires all companies with 250 or more employees to publish their gender pay gap every year. This will help us to track our progress and make improvements to help reduce the gender pay gap at Alaraby Television by 2020.

 

What is a gender pay gap?

A gender pay gap shows the difference in the average pay between all women and all men, by looking across the company at all jobs and all levels. A gender pay gap is not the same as equal pay, and this is a common misconception. Equal pay relates to the difference in pay between men and women working in the same job. When a company has a gender pay gap, this does not mean that men and women working in the same job are being paid differently. Usually a gender pay gap arises when there are more men in senior roles than women, which causes the average male salary to be higher than the average female salary.

 

Our gender pay gap

We employed 26.4% female and 73.6% male employees at the snapshot date of 5 April 2017. We did not have a bonus scheme in place. Our analysis of the pay gap and pay quartiles at the snapshot date is as follows:

 

 

We recognise that there was a gender pay gap in April 2017, primarily caused by –

•     fewer women than men in more senior roles; and

                     •     a higher proportion of male employees across all pay quartiles.

 

We are working on improving the gender imbalance and reducing the gap through the following initiatives led by Senior Management and HR Alaraby

                              •     Reviewing the recruitment procedures to increase applications from women and strive to have at least one female candidate on the shortlist for every job.

•     Increasing the representation of women on interview panels

•     Striving for equal representation between men and women across all departments and all levels within the business.

•     Supporting and training to increase awareness of the key barriers that women face in relation to their progression within the work place.

•     Close monitoring of the gender pay gap with the aim of reducing this over the next 36 months.

 

 

We look forward to working on these initiatives moving forwards as part of our commitment to building a diverse and inclusive workforce.

We confirm that the data reported is accurate.