Gender Pay Statement April 2018 for 2017 Data

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 own website and the government gender pay website. We will do this within one calendar year from April 5th 2017.

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.
  • The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.

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

Findings for 2017 Data

1 Average gender pay gap as a mean average 20.2%
2 Average gender pay gap as a median average 24.5%
3 Average bonus gender pay gap as a mean average 14.6%
4 Average bonus gender pay gap as a median average 62%
5 Proportion of males and females receiving a bonus  Male – 52.3% Female – 31.2%
6 Proportion of men and women in the four banded pay groups  Male Female
Lower quartile  72.7% 27.3%
Lower middle quartile  52.2% 47.8%
Upper middle quartile  84.8% 15.2%
Upper quartile  82.1% 17.9%

Summary for 2017 data

Evolution Funding is an equal opportunities employer which employs and rewards based on talent and success and is irrespective of gender. We currently employ more men (71% ) than women (29%), many of our roles are ones which historically have been predominally favoured by men as a career such as sales and vehicle technicians and this continues to show in the ratio of male to female volumes of applications received.

Our recruitment is in house and we filter for all vacant roles based on experience. We invest heavily in training and all employees are encouraged to grow and earn to their full potential. We are committed to identifying and developing women with potential to move into our senior roles to redress the balance of the proportion of men to women in the upper middle and upper quartile and our people development programme is one way of developing this commitment.

We strive to continually improve our gender gap and will publish the results again in April 2019 as requirement of the government initiative into equal pay.

Should you have any questions about the gender pay gap statement please email