Gender Pay Gap Report

Reporting

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employee data. We are required to publish the results on our website and a government website. This report refers to year ending 5th April 2024. We can use these results to assess:

• the levels of gender equality in our workforce
• the balance of male and female employees at different levels
• how effectively talent is being maximised and rewarded.

Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records.

Statement from our Managing Director, Mr Mark Phillips

SLM Group
Women continue to be underrepresented within the Automotive industry in general and whilst we as a group are showing slight improvements in three of the four quartiles, we still need to address how we can further improve the imbalance of males to females within our company. The Directors would welcome an increase in women in all areas of the business, but especially senior management and technical roles, with the main challenge being attracting women to the Motor trade in the first place. Where we employ men and women in the same roles, there will be no difference in pay, but we still need to focus on increasing the number of women employed in all areas of our business. As a business with strong family values, we are focusing on ensuring all employees feel valued, treated fairly and have equal opportunity, regardless of gender. Actions we are taking to address the gender gap:

• To ensure inclusivity and to attract a diverse range of candidates for all job role vacancies, our advertisements are now written with gender neutral wording.
• We have updated our company handbook and employment contracts with gender neutral wording.
• We regularly survey all employees, with some surveys having a focus on gender equality at work, gaining great feedback which is acted upon, to improve working conditions.
• Increasing areas of our business where flexible working is available, which is proving to help not only attract, but retain existing females employed.
• Continued focus on raising awareness regarding sexual harassment in the workplace and improving mental health, which has been welcomed by both women and men.
• Celebrating International Women’s Day, by sharing the achievements of women within our business and around the world in order to inspire and attract women to the motor trade, to demonstrate that women can have a long and successful career in our business.
• Identifying female employees to encourage and promote to senior levels within the company.
• We promote and deliver EDI (Equality, Diversity and Inclusion) training for all department managers to ensure there is no unconscious bias towards gender and to create a working environment where every individual feels empowered to achieve their full potential.

Pay Quartiles

Gender Data