MSG Contracts Limited Gender Pay Gap Reporting Statement
The company’s gender pay gap report for the pay period including the 5 April 2020 is as follows:
Upper quartile Band A (lowest) 15%85%
| Pay Quartiles | Male | Female | |
|---|---|---|---|
| Band B | 12% | 88% | |
| Band C | 20% | 80% | |
| Band D (highest) | 25% | 85% | |
| Mean gender pay gap % | -7.0 | ||
| Medians gender pay gap | -2.0 | ||
| Mean gender bonus gap | N/A | ||
| Median gender bonus gap | N/A | ||
| Percentage paid bonus | Nil | Nil |
I confirm that the above information is accurate.
Rob Wilson
DIRECTOR
Date: 16/09/2021
EXPLANATORY NOTES
Our company employs a majority of female staff and generally our highest earners are also female. Our staff are mainly part time employees earning at or above the national living wage.
Whilst the mean figures show that female employees earn very slightly more than their male counterparts this figure is a little distorted by the fact that the majority of our long term office staff are mainly female.
The company does not pay a bonus to any worker.
The company operates an open recruitment policy and all vacancies are suitable for both male and female workers. The reality is that most of our applicants (and thus workers) are female.
We do not envisage making any changes to our plans or our policies as the current gender pay gap, although very small, is in the favour of female workers.
MSG Contracts Limited Gender Pay Gap Reporting Statement
The company’s gender pay gap report for the pay period including the 5 April 2019 is as follows:
Upper quartile Band A (lowest) 19%81%
| Pay Quartiles | Male | Female | |
|---|---|---|---|
| Band B | 29% | 71% | |
| Band C | 21% | 79% | |
| Band D (highest) | 24% | 76% | |
| Mean gender pay gap % | -2.0 | ||
| Medians gender pay gap | -1.0 | ||
| Mean gender bonus gap | N/A | ||
| Median gender bonus gap | N/A | ||
| Percentage paid bonus | Nil | Nil |
I confirm that the above information is accurate.
Rob Wilson
DIRECTOR
Date: 2020
EXPLANATORY NOTES
Our company employs a majority of female staff and generally our highest earners are also female. Our staff are mainly part time employees earning at or above the national living wage.
Whilst the mean figures show that female employees earn very slightly more than their male counterparts this figure is a little distorted by the fact that the majority of our long term office staff are mainly female.
The company does not pay a bonus to any worker.
The company operates an open recruitment policy and all vacancies are suitable for both male and female workers. The reality is that most of our applicants (and thus workers) are female.
We do not envisage making any changes to our plans or our policies as the current gender pay gap, although very small, is in the favour of female workers.
MSG Contracts Limited Gender Pay Gap Reporting Statement
The company’s gender pay gap report for the pay period including the 5 April 2018 is as follows:
Upper quartile Band A (lowest) 23%77%
| Pay Quartiles | Male | Female | |
|---|---|---|---|
| Band B | 32% | 68% | |
| Band C | 16% | 84% | |
| Band D (highest) | 25% | 75% | |
| Mean gender pay gap % | -2.0 | ||
| Medians gender pay gap | -0.0 | ||
| Mean gender bonus gap | N/A | ||
| Median gender bonus gap | N/A | ||
| Percentage paid bonus | Nil | Nil |
I confirm that the above information is accurate.
Rob Wilson
DIRECTOR
Date: 2019
EXPLANATORY NOTES
Our company employs a majority of female staff and generally our highest earners are also female. Our staff are mainly part time employees earning at or above the national living wage.
Whilst the mean figures show that female employees earn very slightly more than their male counterparts this figure is a little distorted by the fact that the majority of our long term office staff are mainly female.
The company does not pay a bonus to any worker.
The company operates an open recruitment policy and all vacancies are suitable for both male and female workers. The reality is that most of our applicants (and thus workers) are female.
We do not envisage making any changes to our plans or our policies as the current gender pay gap, although very small, is in the favour of female workers.
