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Gender Pay Gap Report for 2025
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 which show the differences 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 a government website by 4th April 2026.
We can use these results to assess:
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 establish this by using our existing HR and payroll records based on the snapshot date of 5th April 2025.
The six calculations required to be published are as follows:
1. average gender pay gap as a mean average: 15%
2. average gender pay gap as a median average: 22%
3. average bonus gender pay gap as a mean average: -4%
4. average bonus gender pay gap as a median average: 2%
5. proportion of men receiving a bonus payment: 79%
6. proportion of women receiving a bonus payment: 63%
Proportion of men and women when divided into four groups ordered from lowest to highest pay.
Lower quartile pay rate:
Men 68%
Women 32%
Lower/Middle quartile pay rate:
Men 68%
Women 32%
Upper/Middle quartile pay rate:
Men 84%
Women 16%
Upper quartile pay rate:
Men 84%
Women 16%
Johnsons Cars Ltd has calculated its gender pay gap using data in accordance with our statutory requirements based on the snapshot date of 5th April 2025.
Like the majority within the motor industry, we continue to operate with a workforce that remains predominantly male. This is particularly evident within aftersales, where fewer women pursue careers as vehicle technicians. Similarly, within operational roles.
A higher proportion of the women employed by Johnsons Cars Ltd are employed within administrational and accounting positions.
The Gender pay gap in hourly pay is primarily driven by the distribution of men and women across the organisation and within those roles, there is a significantly higher proportion of men in upper pay quartiles.
The mean bonus gap favours Women within the business, this is likely influenced by higher individual bonus values as the median bonus gap suggests typical bonus payments are broadly similar between genders.
Johnsons Cars Ltd as an organisation remains committed to reviewing recruitment, progression and higher reward practices to promote greater equality within the workplace.
As members of the Automotive 30% Club, we reinforce our commitment to improving gender balance, particularly at senior levels.
We will continue to invest in apprenticeship programmes and to maintain strong relationships with local colleges. We anticipate that over time this commitment will support a greater proportion of women then progressing into sales, technical and management roles.
Though there remains more to be done, we are pleased that the 2025 results demonstrate progress from 2024 and we remain focused on continuing to reduce the gender pay gap over time.
To the best of my knowledge and belief, the calculations relating to our Gender Pay Reporting obligations are accurate and based on actual payroll records.
Jose Blanco, Chief Executive Officer
April 2026
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Johnsons Cars Limited is an appointed representative of ITC Compliance Limited which is authorised and regulated by the Financial Conduct Authority (their registration number is 313486) and which is permitted to advise on and arrange general insurance contracts as an intermediary.
Johnsons Cars Limited is authorised and regulated by the Financial Conduct Authority for consumer credit activity and our registration number is 688450. Permitted activities include acting as a credit broker not a lender. We can introduce you to a limited number of finance providers. We do not charge a fee for our Consumer Credit services. We do not act as a financial adviser, or fiduciary. We act in our own interest, whichever lender we introduce you to, we will typically receive commission from them based on either a fixed fee or a fixed percentage of the amount you borrow. Any and all commission amounts will be fully disclosed to you as part of your sales journey. You will be required to give your fully informed consent to our receipt of this commission. By doing this, you acknowledge that you understand our role as a credit broker, and that we will receive a financial incentive if you take out a loan from a lender that we introduce you to.
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