The Ford & Slater 2020 Gender Pay Gap Annual Report dated 4th October 2021

Mean Median
Hourly Fixed Pay 24.0% 23.8%
Bonus Paid 51.8% 46.5%


The table above shows our overall mean and median gender pay gap based on hourly rates of pay as at the snapshot date (i.e. 5th April 2020).

It should be noted that a number of full-time relevant employees were excluded from the 2020 Gender Pay Gap reporting because they were furloughed under the Coronavirus Job Retention Scheme without their pay being topped up to their usual full pay.

The gender pay gap – calculated on the mean and median measures –as at the snapshot date (5th April 2020) slightly increased in comparison with the prior year when the differences equalled 22.5% and 21.5%, respectively.

The Gender Pay Gap Reporting also captures the mean and median difference between bonuses paid to men and women at Ford & Slater in the year ended 5th April 2020 mainly in respect of the 2019 financial year.


Proportion of male employees awarded a bonus during year to April 2020:


Received a bonus (%)


Did not receive a bonus (%)

Proportion of female employees awarded a bonus during year to April 2019:


Received a bonus (%)


Did not receive a bonus (%)

The data above highlights that a similar proportion of male and female employees received a bonus payment during the year ended 5th April 2020 –  the proportion of female employees was also at a significantly higher level than the prior year (26%).

The above pay structure is mainly a function of the following key factors:

  • The company operates in the male-dominated transport sector;
  • Efficiency bonuses are available to certain HGV technicians if they complete their work task in a shorter time period than normally allowed by the truck manufacturer; and
  • The majority of management positions that include membership of the company annual bonus scheme are occupied by male employees with engineering expertise obtained from working as an HGV Technician or relevant parts background.

The company is confident that men and women are paid equal amounts for doing equivalent jobs across our business.

The downloadable chart above illustrates the gender distribution at Ford & Slater across four equally sized quartiles, each containing approx. 92 employees.  The key points to note are as follows:

  • In the Lowest Quartile 1 male employees are being paid at average hourly rates that are (3.1)% lower than female employees.  This pay difference equalled (8.9)% in 2019;
  • This Quartile include male school leavers that join the company as apprentice HGV technicians and/or HGV body builders– whereby the company makes a very significant investment in their apprenticeship training (in terms of direct cost, study leave and supervision).  The hourly pay rates for these young men reflects they are being paid whilst learning their trade;
  • Within Quartile 2 male employees are being paid at average hourly rates that are 1.6% higher than female employees.  In 2019, female employees were being paid at average hourly rates that were 3.0% higher than male employees;
  • Within Quartile 3 male employees are being paid at average hourly rates that are 1.5% higher than female employees, this includes only a small number of female staff;
  • In the highest quartile (quartile 4) there remain only a small proportion of women in the most senior company positions; in particular all the company directors were male.

Overall Summary

At the outset, the company is committed to building a diverse and committed workplace that gives equal opportunities to all employees, irrespective of their gender.

The HGV repair sector is unsurprisingly male-dominated and, as at the calculation date, the workforce gender breakdown was 88% male employees with only 12% of the workforce comprising female staff members.

A significant proportion of the gender pay gap arises because (a) the majority of senior management positions are occupied by male employees with an engineering background gained from their prior experience as an HGV Technician or relevant HGV parts background; and (b) revenue-generating roles fixing trucks still tend to be occupied by male staff members that work anti-social shift patterns incl. roadside/mobile repairs and require physical stamina– these skills remain desirable and demand higher rates of pay.

The company continues to consider an action plan to reduce the gender pay gap in the workplace, but would comment it does remain difficult to attract female staff into our industry.

I confirm that the data reported is accurate.


Nigel Strevens

Joint Managing Director

4th October 2021