2022 Gender Pay & Bonus reporting Johnsons Cars Limited

Statistics for staff employed at 5th April 2022

Johnsons Cars Limited is an equal opportunities employer and fully understands that equal pay between genders is a moral obligation as well as complying with the Equality Act 2010. Johnsons Cars Limited recognise the benefits of equality, diversity and inclusion and are committed to preventing any discrimination including that relating to pay and remuneration. As an employer of more than 250 employees in the UK the gender pay gap is reported and published each year.

JOHNSONS CARS WORKFORCE

Historically, the automotive industry has not had a balanced gender population although this is changing the balance is still heavily male-orientated. Whilst positive steps are being taken to attract and retain a more gender-balanced workforce there is an uneven split between men and women. At the snapshot date of 5th April 2022 76% of employees were men, 24% were women. This has changed over the last year, with the acquisition of 9 new dealerships and 3 trade parts centres.

The total number of employees increased by 245 from 6th April 2021 to 5th April 2022, the population of female employees has increased by 23 over the 2021 figure, whilst the number of male employees has increased by 222. The automotive industry is also heavily dependent on bonuses forming part of employees’ remuneration with 76% of the total workforce receiving bonus payments, up 1% from last year.

Johnsons Cars employed 1301 relevant employees at 5th April 2022, 1196 of those were relevant full-pay employees.

GENDER PAY GAP EXPLAINED

A Pay Gap is the difference in average pay between two groups within a workforce. The pay gap report looks at the average hourly pay and Bonus pay of men and the average hourly pay and Bonus pay of women and does not consider any differences in the roles undertaken.

Whilst gender pay gap and equal pay reporting have the same objectives in terms of preventing discrimination relating to pay between genders it is important to recognise they are not the same.

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GENDER PAY GAP REPORT

The mean gender pay gap (based on the average hourly rate of pay) indicates that men, on average, are paid 20.3% more than women. The median gender pay gap (based on the middle number of a group based on the hourly rate of pay) indicates that males are paid 18.1% more than females.

The inference on these statistics shows that the average gender pay gap (mean) has increased over last year, this has been impacted by the gender balance of our acquired dealerships and parts distribution centres in the past 12 months.

The results below are all based on the whole workforce of 1301 relevant employees as of the Snapshot date – 5th April 2022.

Johnsons Cars operate performance-related bonus schemes and consequently, the bonus pay figures confirm that most employees (76% of all relevant employees) received a bonus during 2021/2022. Male employees who earn bonuses receive an average of 17.8% more than their female colleagues, a decrease of 24.9 percentage points over last year, whilst the median pay gap is 11% showing that male employees earned 11% more in bonus at the midpoint than female employees, this is a decrease of 1 percentage point.

The percentage of female employees who earned bonus in the last 12 months rose by 0.6% whilst the number of male employees who earned bonus decreased by 21.4% closing the gap between the proportion of male and female employees receiving bonus payments.

GENDER PAY QUARTILES

This information is based on the full pay relevant employees of which there were 1196 in this category (out of a total workforce of 1301) as of the snapshot on 5th April 2022.

The below table sets out the percentage of male and female employees in each pay quartile. The pay quartiles are based on the total hourly pay of the full pay relevant employees during the pay period of April 2021.

GENDER PAY GAP ACTION PLANNING

Johnsons Cars undertake regular remuneration reviews and apply consistent role-based remuneration schemes.

In March of 2022 Johnsons Cars joined the Automotive 30% club with the objective to work as part of this cohort of automotive dealers to address the gender balance without the automotive retail sector.

With low staff turnover in Senior Leadership roles impacting the speed in which promotion or appointment of female employees into senior roles could take place the group will focus to improve the attraction, retention and development of our people.

Data relating to gender balance is circulated at senior management level with plans to cascade such data across the business with transparency.

Exit interview data will also be shared to identify barriers and areas to address to improve the retention of our people and identify any differences in feedback between male and female employees.