{"id":98524,"date":"2021-07-12T15:59:26","date_gmt":"2021-07-12T14:59:26","guid":{"rendered":"https:\/\/evc.extramilecommunications.dev\/?page_id=98524"},"modified":"2026-09-11T09:44:06","modified_gmt":"2026-09-11T08:44:06","slug":"gender-pay-gap","status":"publish","type":"page","link":"https:\/\/www.evcargo.com\/en\/gender-pay-gap\/","title":{"rendered":"Gender Pay Gap"},"content":{"rendered":"
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Gender Pay Gap<\/h1>\n\t<\/div>\n\n<\/section>\n\n
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\n\n\t\tEV Cargo<\/span><\/a><\/span>\t<\/div>\n<\/div>\n\n\n
\n\t<\/span>\n\tEV Cargo<\/span><\/a><\/span><\/div>\n\n\n
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Forwarder cargo receipt terms and conditions<\/h3>\n

As an employer of more than 250 employees, EV Cargo Global Forwarding is committed to closing the gender pay gap and as required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.<\/p>\n

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.<\/p>\n

EV Cargo Global Forwarding Gender Pay Gap Data (2020)<\/h4>\n

1. Difference in mean hourly rate of pay\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f 18%
\n2. Difference in median hourly rate of pay\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f \u202f0%
\n3. Difference in mean bonus pay\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f \u202f50%
\n4. Difference in median bonus pay\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f\u202f 0%
\n5. Percentage of employees who received bonus pay\u202f\u202f\u202f\u202f\u202f\u202f \u202fMale 81%\u202f\u202f\u202f Female 82%
\n6. Employees by pay quartile<\/p>\n

Band Males Females Description
\nA 65% 35% Includes all employees whose standard hourly rate places them in the upper pay quartile
\nB 46% 54% Includes all employees whose standard hourly rate places them in the upper middle pay quartile
\nC 61% 39% Includes all employees whose standard hourly rate places them in the lower middle pay quartile
\nD 51% 49% Includes all employees whose standard hourly rate places them in the lower pay quartile<\/p>\n

The figures set out above have been calculated using the standard methodologies used in the Regulations.<\/p>\n

Summary Findings for 2020<\/h4>\n

The findings show that overall the Gender Pay gap is 18% which shows that the gap has reduced from our 2018 GPG which was 20%, but still above national average of 15.5%. The Bonuses received were equal between both genders.<\/p>\n

Further analysis of our data shows the gap widens in more senior roles (upper quartile). If you remove the upper quartile which contains senior management and Directors the gap is neutral.<\/p>\n

We remain committed to sustained action in order to address a gender pay gap and as an equal opportunities\u2019 employer, we recognise, that we do not have enough women at a senior level (35%).
\nDue to the nature of our business we tend to have more male colleagues.<\/p>\n

One of our aims will be to ensure we achieve a balanced demographic across all areas of our business.<\/p>\n

Currently our business is going through a cultural change \u201cDelivering Better\u201d programme and the first step for all Senior Leaders within the business is to engage in a Diversity and Inclusion Programme.<\/p>\n

Other ways we are looking to address the gap is by reviewing:<\/p>\n

    \n
  • Recruitment and retention – attract candidates from a more diverse talent pool<\/li>\n
  • Talent management and succession planning – Identifying our rising stars and implanting a programme of development such as Management and Senior Leadership apprenticeship programmes utilising the apprenticeship levy.<\/li>\n
  • Review of reward policies so that pay decisions are increasingly transparent and demonstrably equitable. We currently have a Renumeration Committee that control, monitor and authorise changes to pay structures. We are also introducing a grading structure.<\/li>\n<\/ul>\n

    We strive to continually improve our gender gap and will publish the results again for April 2021 as a requirement of the government initiative into equal pay.<\/p>\n

    Updated \u2013 September 2021<\/p>\n\n\t<\/div>\n\n<\/section>","protected":false},"excerpt":{"rendered":"

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