February 2018
Maritime HR Association Salary Data UK Gender Pay Gap 2017 1.
Mean Pay Gap:
(Mean Male Hourly Rate – Mean Female Hourly Rate) Mean Male Hourly Rate
2.
Median Pay Gap:
(Median Male Hourly Rate – Median Female Hourly Rate) Median Male Hourly Rate
3.
45.7%
Mean Bonus Gap:
(Mean Male Bonus – Mean Female Bonus) Mean Male Bonus
4.
46.4%
Median Bonus Gap:
67.6%
61.3%
(Median Male Bonus – Median Female Bonus) Median Male Bonus
5.
Bonus Distribution (of eligible staff) Male
Number of men paid a bonus Number of eligible male employees
x 100
64.2% Female
Number of women paid a bonus Number of eligible female employees
x 100
61.8%
Maritime UK Gender Pay As well as the headline percentage figures featured on the front page, affected companies will also need to report the proportion of male and female staff within each pay quartile.
In Maritime HR Association terms, this would show the proportion of women declining as salaries increase – a pattern typical across most industries.
The roles that women undertake upon entering the industry has an impact on their ability to reach the top pay quartiles. 95% of office support roles in the UK are carried out by women, while all of the 28 executive level roles reported were occupied by men. This means that in UK maritime, women are nearly 8 times as likely to work in an office support role than in a Shipmanagement or Chartering capacity.
Based on Maritime HR Association job families
Women in Maritime Globally
Globally, women represent 36% of the shore-based maritime workforce. However, we see the majority of these female employees working at Administrative, Junior and Professional level with very few reaching managerial level and above. The Executive Team sliver on the pie chart below is not visible at 0.17%.
Based on Maritime HR Association job code levels
How do key countries compare: (% of female employees in shore based headcount)
• • • • • • •
Philippines – 65% Singapore – 42% USA – 36% China – 30% Denmark – 29% India – 25% UAE – 24%
While the Philippines may show the highest proportion of female employees overall, again the vast majority of these are below supervisory and management levels. “Noticeable exceptions to this trend include South Korea and Switzerland, where we see a strong female presence at the senior professional level – but again very little above that.” Sarah Hutley, HR Consultant
Mind The Gap
Those affected by the new Gender Pay Gap Regulations will need to report the difference between the average (mean and median) earnings of men and women at the snapshot date of 5th April 2017. The pay gap is expected to be higher in occupations and industries (like maritime) where women are underrepresented in some areas.
Gender pay should be considered as part of the wider diversity strategy of any business, with solutions built around new or existing HR practices. • • • • •
Workforce Planning Unconscious Bias Awareness Talent Management Leadership Programmes Coaching & Mentoring
Get in Touch
For help with gender pay calculations, diversity solutions or information on any of the statistics included here.
Karen Waltham, Managing Director kwaltham@spinnaker-global.com +44 (0)1702 480142
Sarah Hutley, HR Consultant shutley@spinnaker-global.com +44 (0)1702 480142