Gender pay gap statement
Financial year 2022-2023
Snapshot date (date data was captured) – 5 April 2023
What is the gender pay gap?
The gender pay gap shows the difference in the average pay between all men and women across the same business. A positive percentage indicates that men, on average, are paid more than women and a negative percentage indicates the opposite. The gender pay gap is different to equal pay, which relates to any pay differences between men and women who carry out the same jobs, similar jobs, or work of equal value.
Our commitment
At LPPA, we are committed to ensuring our people reflect the diversity of our business and stakeholders. We strive to celebrate our differences and empower our people, while challenging inequality and discrimination. Our commitment to maintain and advance diversity and inclusion is reflected through our business policies and processes. In our refreshed strategy to 2025, there is a specific objective focused on creating an ‘empowered, supportive, diverse and inclusive culture’.
When the snapshot was captured, LPPA had a total of 251 employees.
Our pay gap results
Mean pay gap – -10.68 per cent (higher for women).
This is the difference between the average hourly rate for men and women.
Median pay gap – 6.85 per cent.
This is the difference between the midpoint salaries for men and women.
Mean bonus gap – -36.68 per cent (higher for women).
This is the average bonus paid to men and women during the 12 months previous to April 2023.
Median bonus gap – 0 per cent.
This is the difference between the midpoint bonus for men and women.
208 employees received a bonus – including 85.96 per cent of our male employees and 80.29 per cent of our female employees.
Gender distribution across four pay quartiles
Proportion of male and female employees per quartile
Our results explained
At LPPA, we are committed to transparency and equality in the workplace. We’re also satisfied that we don’t pay our employees differently because of their gender. So, instead, our efforts have been focused on ensuring proportionate representation of men and women across all areas and levels of our business.
For the period covered by this report, our overall colleague population was reasonably split, with women making up 55 per cent of our total workforce, though this varies across seniority. The overall median gaps are created by having a significantly higher proportion of women in our lowest pay quartile. Whereas the overall mean gaps are influenced by LPPA being well represented by women at a senior level, including having a female managing director.
Our action planning
Our commitment to diversity is clear – it’s about embracing everyone. From building a culture where all our people can bring their best selves to work, to undertaking diversity initiatives that will challenge us to be better, we are committed to building a diverse and inclusive workplace that’s underpinned by our four values:
- Working Together
- Committed to excellence
- Forward thinking
- Doing the right thing
We believe that we must aim to be inclusive and diverse, while ensuring our data, processes, policies, environment, and remuneration programmes support our strategic objectives. Our pay benchmarking is job function and location specific, and is not influenced by gender.
We’ve also developed a set of salary ranges to provide an overall guiding framework, aligned to our job-level structure. This is used to manage pay setting and progression within LPPA, as well as to ensure fairness and consistency across the organisation – and act to help avoid any gender discrimination in pay.
We offer flexible and hybrid working arrangements, which we believe are an attractive part of our overall offer to employees.
Over the course of the next 12 months, we will continue to:
- Expand our diversity and inclusion through our approach to recruitment and promotions
- Engage and listen to our people to tackle bias and prejudice
- Promote greater awareness of diversity and inclusion with our leaders
- Carry out regular reviews of our employee remuneration policy
- Ensure variable pay schemes are relevant and fit for purpose
