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In accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 (“the Regulations”),  NFT’s gender pay gap calculations are as follows:

  • The mean gender pay gap for NFT Distribution Operations Ltd is 12.62%;
  • The median gender pay gap for NFT Distribution Operations Ltd is 21.23%;
  • The mean gender bonus gap for NFT Distribution Operations Ltd is 9.20%;
  • The median gender bonus gap for NFT Distribution Operations Ltd is 0.00%.
  • The proportion of male employees in NFT Distribution Operations Ltd who received a bonus during the twelve month period preceding 5 April 2017 is 2% and the proportion of female employees who received a bonus during the same period is 2%.
Pay quartiles by gender
Band Males Females Description
1 90% 10% Includes all employees whose standard hourly rate places them in the upper pay quartile
2 94% 6% Includes all employees whose standard hourly rate places them in the upper middle pay quartile
3 89% 11% Includes all employees whose standard hourly rate places them in the lower middle pay quartile
4 51% 49% Includes all employees whose standard hourly rate places them in the lower pay quartile

The figures set out above have been calculated using the standard methodologies used in the Regulations.

 

NFT welcomes the Regulations which require companies with more than 250 employees to publish their gender pay gap calculations each year.

We are committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability.

We always strive to pay employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). Below is a summary of the actions we have already taken to actively promote greater equality and diversity within our workforce:

  • We carry out pay audits at regular intervals;
  • We have in place a Remuneration Committee to control, monitor and authorise changes to pay structures;
  • We ensure that members of staff involved in pay reviews are trained appropriately;
  • We evaluate job roles and pay grades as necessary to ensure a fair structure.

We are confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather our gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract. We are also confident that we do not have any processes or practices which would see people being paid differently due to their gender.

Our plans to address our gender pay gap

We have identified our priority actions to help us address our gender pay gap as follows:

  • Examine barriers to flexible working
  • Review our recruitment practices, expand the applicant pools and evaluate job descriptions and adverts to ensure openness to all genders.
  • Introduce degree apprenticeships with equal numbers of male and female on the programme
  • Set targets for male and female attendees on all personal development programmes
  • Aim to increase the number of females in more senior roles within our business with clearly defined career paths.
  • Expand the role of the Remuneration Committee to include embedding and monitoring our plans
  • Create an internal female mentoring programme
  • Upgrade our internal HR reporting systems to enable us to review our employee data more efficiently and implement improvements in processes.

I, Mark Davis, General Counsel, confirm that the information in this statement is accurate.

Signed

General Counsel

4th April 2018

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