Gender pay reporting
This statement sets out the position of NASA Umbrella Ltd, a company registered in United Kingdom under number 06836385 whose registered office is at 5th Floor, Castlemead, Lower Castle Street, Bristol, BS1 3AG (“the Company”) regarding its obligations 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’s data.
We can use these results to assess:
the levels of gender equality in our workplace
the balance of male and female employees at different levels
how effectively talent is being maximised and rewarded.
2. Period covered
This statement relates to the financial year 1st April 2021 – 31st March 2022 and is based on a snapshot of employee data on 5th April 2022.
Persons within the organisation with responsibility for managing NASA’s Gender Pay Reporting:
Alex Spendley (Sales Director)
Pippa Elsey (HR Director)
Amy Kightley (Associate Director)
Teja Boocock (Payroll Executive)
Their duties include:
Compiling and ensuring accuracy of data
Submitting Gender Pay Gap Reporting to the gov.uk website
Updating NASAs Gender Pay Gap written statement and uploading to the website
The results of our Gender Pay Reporting are as follows:
Male to female ratio:
1 : 3.1 (Female to Male
Pay Quartile Information:
1 - Lower Quartile: Male - 76.3% Female - 23.7%
2 - Lower Middle Quartile: Male - 72.8% Female - 27.2%
3 - Upper Middle Quartile: Male - 80.7% Female - 19.3%
4 - Upper Quartile: Male - 72.9% Female - 27.1%
Pay gap using hourly pay:
Mean gender pay gap: -0.2%
Median gender pay gap: 0.0%
Percentage receiving a bonus:
Proportion of males receiving a bonus: 100.0%
Proportion of females receiving a bonus: 100.0%
Pay gap using bonus pay:
Mean bonus gender pay gap: 30.6%
Median bonus gender pay gap: 32.2%
5. Supporting Statement
NASA Umbrella is a compliant professional employment umbrella company. As an employer to UK contractors, freelancers and agency workers NASA must report data on our employees pay to support Gender Pay Reporting requirements.
An umbrella company when operating correctly employees its workers through multiple assignments with recruitment agencies and end users. This offers a vastly simpler process than having multiple employers each year. The employment and tax arrangements of an umbrella company see workers generally paid a minimum wage salary and a bonus. As a result, the figures we have provided above may not support the government’s aim with this legislation.
All workers receive a minimum wage salary, with the remainder paid as an Additional Pay or Bonus. As such, it is the Mean and Median Bonus differences that is a true reflection of the difference in contractor pay rates between the genders. Although the figure has reduced from previous years, there still remains more than a 30% difference between Male and Female contractor employees.
It is also a worthy point to note that an umbrella company does not negotiate, nor is it otherwise involved in the determination of a worker’s gross rate of pay. An umbrella engages with a recruitment agency for an agreed assignment rate, from which the umbrella retains its overheads and costs of employment, with the remainder available to pay the worker.
All contractors, freelancers and agency workers have negotiated the assignment rate of pay with a recruitment agency directly before sourcing employment with an umbrella. As such pay rates vary widely by sector, skill set and experience.
The contracting sector is generally a male dominated environment (with some notable exceptions) which is supported by our Male : Female ratio of 3.1 : 1. There are myriad reasons for this including that the more mature contractor markets are in traditionally male dominated sectors (e.g. IT, Engineering, Finance & Construction).
In order to ensure the pay gap continues to fall it is imperative that recruitment agencies and end users of contractors move to offering and agreeing the same Assignment Rates to both Male and Females.
6. Implementation of Statement
This statement shall be deemed effective as of 1st April 2023.