Arcus Managed Services Limited Gender Pay Gap Report 2021

Arcus Managed Services (AMS) Limited is required by law to publish an annual gender pay gap report.

This is the report for the snapshot date of 5 April 2021.

• The mean gender pay gap for AMS Limited 14.39%
• The median gender pay gap for AMS Limited is 1.55%

Hourly Gender Pay Gap

• The mean gender bonus gap for AMS Limited is 44.78%
• The median gender bonus gap for AMS Limited is 13.30%

Bonus Gender Pay Gap

• The proportion of male colleagues in AMS Limited receiving a bonus is 76.67% and the proportion of female colleagues receiving a bonus is 62.64%.

Proportion of Males receiving Bonus payment

The figures set out above and below have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Pay Quartiles by Gender

A71.60%28.40%Includes all colleagues whose standard hourly rate places them in the lower quartile
B61.73%38.27%Includes all colleagues whose standard hourly rate places them in the lower middle quartile
C62.20%37.80%Includes all colleagues whose standard hourly rate places them in the upper middle quartile
D95.12%4.88%Includes all colleagues whose standard hourly rate places them in the upper quartile


Proportion of employees in each pay quartile band:

What are the underlying causes of AMS Limited’s gender pay gap?


Under the law, men and women must receive equal pay for:

• the same or broadly similar work;
• work rated as equivalent under a job evaluation scheme; or
• work of equal value.

AMS Limited is committed to the principle of equal opportunities and equal treatment for all colleagues, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We have a clear policy of paying colleagues equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). As such, we:

• carry out pay and benefits reviews at regular intervals;
• have a robust job evaluation tool to ensure roles are evaluated on job content alone
• evaluate job roles and pay grades as necessary to ensure a fair structure.

AMS Limited is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract. Within the organisation, there are also a number of occupations where women are generally underrepresented in those occupations, and this typically results in higher pay gaps.


How does AMS Limited’s gender pay gap compare with that of other organisations?

The majority of organisations currently have a gender pay gap.

• The mean gender pay gap for the whole economy (according to the Office for National Statistics (ONS) for 2021 compiled from the Annual Survey of Hours and Earnings (ASHE) figures) is 15.4%. At 14.39%, the mean gender pay gap for AMS Limited is lower than that of the UK.

• The median gender pay gap for the whole economy (according to the Office for National Statistics (ONS) for 2021 compiled from the Annual Survey of Hours and Earnings (ASHE) figures) is 15.10%. At 1.55%, the median gender pay gap for AMS is significantly lower and is representative of the make-up of our workforce.

The mean gender bonus gap and the median gender bonus gap for AMS Limited currently stand at 44.78% and 13.30% respectively.

The proportion of men at AMS Limited who received a bonus in the 12 months up to 5 April 2021 was 76.67% while for women this was 62.64%. Within the pay and reward structures of AMS Limited, there is only a limited number of colleagues in roles that have a bonus scheme as part of the reward package. However, for those colleagues the scheme is inclusive and all colleagues within scope, regardless of gender, have equal access and terms of the scheme.

What is AMS Limited doing to address its gender pay gap?

Overall the mean gender pay gap for AMS is lower than that of organisations across the whole UK economy. It is recognised however that this position requires continual improvement, particularly when looking at the pay quartiles by gender, and we need to sustain our efforts to reduce this gap. The organisation also recognises that it has limited scope to act in some areas – it has, for example, limited influence over the subjects that individuals choose to study or the career or lifestyle choices that they make. That said we do engage with social value partners and schools and schools and colleagues to engage and encourage a career in STEM.

Our aim for AMS Limited is to create an environment where regardless of identity, background or circumstance, all colleagues have the opportunity to develop to their full potential, working in a safe, supportive and inclusive environment. Diversity and inclusion is of great significance within AMS Limited and gender inclusivity is one of the key pillars within our approach.

To date, the steps AMS Limited have taken to promote and address gender diversity in all areas of its workforce include the following:

• Promotion of Family friendly policies and flexible working
• Enhanced maternity and paternity pay
• Internal Talent Programmes to widen and promote opportunities for development at all levels
• Sponsorship Programmes which are open to all colleagues wishing to apply for funding for additional external qualifications, Apprenticeships, or training to support career development

Upon review of the data, it will be through continued efforts across the business that we address our position. Some of our initiatives include:

• Review of enhanced reporting on leavers and promotions linked to gender to identify any trends
• A commitment to review and assess all nominations for internal talent programmes, to ensure that there is an adequate female and diverse representation, in order to address the gender pay gap in the upper pay quartile
• The annual celebration and external promotion of the outstanding achievements made by our female colleagues linked to International Women’s Day
• Encouraging female applicants through their visual representation in under-represented roles on the company’s Career website and other marketing materials, and focused talent attraction.
• Working with external institutions and organisations to promote ‘women in engineering’
• Review of benefits and reward to ensure inclusivity and attraction for all

The challenge of the gender pay gap is complex and there is no straight forward or rapid solution, but AMS Limited have a number of initiatives to work towards eliminating the gender pay gap. None of these initiatives in isolation will remove the gender pay gap and it may be several years before the full impact is clearly evident. In the meantime, AMS Limited are committed to reporting on an annual basis on what it is doing to reduce the gender pay gap.

I, Chris Green, Chief Executive Officer confirm that the information in this statement is accurate.

Date: 21st March 2022