Belcan Engineering Services
UK Gender Pay Gap Report
April 2024

Belcan Engineering Services UK Ltd (BESUK) is duty bound to provide the following information for the Gender Pay Gap Reporting (Equality Act 2010 (Gender Pay Gap Information Regulations 2017 and the Equality Act (Specific Duties and Public Authorities) Regulations 2017).

The report provides information in relation to the pay for our Male and Female employees across our monthly payroll. This payroll holds the information for the 268 employees who were employed by BESUK on a PAYE basis as of 5 April 2024.

The table below shows the mean and median average difference between the hourly pay for our male and female employees, on 5 April 2024. This shows a decrease comparative to the 2023 median figure of 19.6%.

BESUK Pay:

The table below shows the mean and median average difference between the bonus pay for our male and female employees, on 5^th April 2024.

There is a decrease in the median bonus pay from 2023, which was 33%.

The proportion of male and female employees that receive a bonus has decreased slightly within their gender sectors, with 58.1% of males receiving a bonus in 2024 (64.5% in 2023) and 62.5% of females in receipt of a bonus in 2024 (70.6% in 2023).

BESUK Quartile Summary

The BESUK hourly rates, for all employees, both male and female, are listed in numerical order and split into four bands to show the proportion of male and female employees in each band.

Lower Quartile: This lower quartile is made up of 86.57% males and 13.43% females

Lower Middle Quartile: This lower middle quartile is made up of 87.88% males and 12.12% females

Upper Middle Quartile: This upper middle quartile is made up of 86.57 males and 13.43% females

Upper Quartile: This upper quartile is made up of 90.91% males and 9.09% females.

Summary

Our gender pay gap reflects wider societal issues, notably fewer women and girls studying STEM subjects. The output of this is a talent gap which creates an unequal spread of men and women across the organisation, resulting in the current gender pay gap.

We continue to focus our efforts in addressing these industry wide challenges by developing and deploying the following initiatives:

• STEM Ambassadors
• Partnering with organisations such as STEMazing and WISE
• Women in Engineering Resource Group
• Partnerships with local schools, colleges and universities
• Proactive diversity and inclusion policies and practices.

It is through these proactive initiatives that we are decreasing our gender pay gap.