UK Equal Pay Report

Equal Pay Report

Equal Pay Report

This report is published in line with the Gender Pay Reporting requirements, as outlined under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, and covers Antalis UK only. Compliance with the regulations involves publishing six calculations which illustrate the average earnings of men and women within the organisation. It does not involve the publication of individual employee data.

Antalis UK

Our mean gender pay gap was 10.8% on the snapshot date (5 April 2017); this represents a smaller gap than the national average. As part of this reporting process we have undertaken analysis of comparable roles, and we are confident that men and women are paid equally for doing equivalent jobs across our business. Where there are individual differences, these can be explained due to location, experience, performance, skills, time in role or historical circumstances (driven by a high level of mergers and acquisitions). We continue to take action to avoid, identify and address any unjustifiable gaps and to make sure our policies and practices, including pay and bonus structures, are fair.

The tables below show the data required for publication. Table 1 shows the mean and median hourly gender pay gap as at the snapshot date and shows the mean and median gender bonus gap for those in receipt of a bonus in the 12 months reference period to 5 April 2017. Table 2 shows the proportion of men and women in receipt of a bonus in the 12 months reference period to 5 April 2017. Table 3 shows the gender distribution across Antalis in four equally sized quartiles based on pay distribution.

Table 1

PAY Mean Median
Hourly Pay Gap 10.8% 1.5%
Bonus Pay Gap 20.4% -107.4%


Table 2

BONUS Male Female
Proportion Receiving 77% 87%


Table 3

Quartile 1 72% 28%
Quartile 2 77% 23%
Quartile 3 76% 24%
Quartile 4 76% 24%



What we have identified is that the gender pay and bonus gap data is largely driven by a higher proportion of men in higher graded management and director roles within the organisation. This is partly illustrated by Table 3. This conclusion is also supported by the low level of the Median Pay Gap (1.5%), a figure which helps illustrate the ‘typical’ situation within the company. As a large employer, we are committed to addressing an increased diversity of representation at a senior level and throughout the organisation.

The average median bonus gap data (in Table 1), which shows female median pay is 107.4% greater, is predominantly driven by the high proportion of women who are working within sales functions receiving bonuses in the snapshot period. Within sales, incentives represent a higher proportion of the overall remuneration package than other roles and are linked directly to sales performance.