Report on the Gender Pay Gap at National Co-operative Farm Relief Services Limited
We are pleased to share National Co-operative Farm Relief Services Limited’s Gender Pay Gap Report for 2023
Gender Pay Gap legislation requires employers with 250 or more employees to publish statutory calculations every year showing the difference between the average earnings of men and women within our business. Organisations are asked to select a ‘snapshot’ date in the month of June 2023, with reporting based on the employees they have on this date. Our snapshot date was 30th June 2023.
The gender pay gap is the difference in the average hourly wage of men and women, it compares the pay of all working men and all working women; not just those in same jobs, with the same working patterns or the same competencies, qualifications or experience.
It is different from an equal pay comparison, which involves a direct comparison of two people (or groups of people) carrying out the same work or work of equal value. A gender pay gap does not indicate discrimination or an absence of equal pay for equal value work – instead, it is designed to highlight the extent to which women are evenly represented across an organisation.
A gender pay gap which is positive indicates that, on average across the employed population, women are in a less favourable position than men. Where the gender pay gap is negative, this indicates the reverse – that, on average, men are in a less favourable position than women.
| NCFRS | 2023 | |
| Percentage who received benefits in kind | ||
| – Male | 2.67% | |
| – Female | 0.69% | |
| Percentage who received paid bonuses | ||
| – Male | 2.81% | |
| – Female | 2.76% | |
| Hourly Pay Quartiles | Male | Female |
| – Upper | 70% | 30% |
| – Upper Middle | 91% | 9% |
| – Lower Middle | 88% | 12% |
| – Lower | 80% | 20% |
| Mean bonus remuneration pay gap | 30.51% |
| Median bonus remuneration pay gap | 63.87% |
| Mean hourly pay gap (all employees) | -14.60% |
| Mean hourly pay gap (part-time employees) | -12% |
| Mean hourly pay gap (temporary employees) | N/A |
| Median hourly remuneration pay gap (all employees) | -12.40% |
| Median hourly remuneration pay gap (part-time employees) | -10% |
| Median hourly remuneration pay gap (temporary employees) | N/A |
Understanding the Gap
On the snapshot date of 30th of June 2023, 12% of our total staff are in administration, support and managerial roles and 88% of our staff are farming operatives. Thirteen percent of our farming operatives are female which is a 2% increase from 2022. Farm Services has traditionally seen higher participation by men and while we have taken steps to encourage inclusivity, we believe that the lack of representation of female staff in the farming sector is the main driver of our pay gap reporting results.
National Co-operative Farm Relief Services Limited is successful in attracting female applicants for roles in its support functions with 49% of our administration, support and managerial roles being held by women. However, the proportion of women applying for farming operative roles is relatively small.
Addressing the Gap
FRS is committed to the principle of equal opportunities and equal treatment for all employees and is fully committed to promoting gender diversity in all areas of it’s workforce. We are committed to promoting National Co-operative FRS Ltd, as an attractive career prospect regardless of gender and will continue to encourage females to apply for various positions with FRS
We will continue to review and develop our people related policies to ensure that we create a positive, diverse and inclusive work environment for all our staff.
In line with our recruitment practices, we work together with our female employees to show-case their success and experience in the farming sector while also looking at how we can attract more females to this sector.
