Gender Pay Gap Report

Introduction to UK Gender Pay Gap 2022

At Harwoods, fairness is at the heart of everything we do. It is a principle we abide by, whether it involves how we treat customers or how we treat each other within the workplace.

This is our fourth report and the data shown here reflects the gender balance within our organization as of 5th April 2022. It measures the difference between the average earnings of all male and female employees irrespective of their role, length of service or seniority.

The automotive sector has been traditionally male dominated and over the last 3 years we have been working hard to address the gender imbalance and are supportive of the Governments decision to require large organisations such as our own, to publish their gender pay gap statistics. Our aim is to ensure that all departments throughout the business are committed to attracting, retaining and developing the careers of female employees, which in turn will make us more reflective of our customers. We hire only on capability.

We have used key metrics to measure and present our position as of 5th April 2022, including comparison for Mean hourly rate (average), Median Hourly Rate (midway point when sorted from ascending to descending). We have also reported on the bonus pay gap.

In summary, the metrics demonstrate for every £1.00 earned by a male, females earn £0.91 (median) and is 8.8% lower when looking at an hourly rate. When comparing Mean rate, females are 6.7% lower than males. In respect of bonus payments, women earn £0.48 for every £1.00 earned by males and their median bonus pay is 51.8% lower than males. Throughout the organization 75.17% of females received bonus payment as against 80.39% males. Females occupy 17.6% of highest paid roles and 23.9% of the lowest paid positions.

We are delighted that this is a significant improvement since our 2021 report which showed a 10.77% mean hourly rate, so we are heading in the right direction but appreciate we have more to do. We have recently increased flexibility in the roles we offer – predominantly in the sales division and now offer more flexibility on hours which we hope will attract more female applications than before. Our recruitment team visit schools in local areas and actively promote technical careers to female applicants.

We have females leading the following departments:

  • Marketing

  • Commercial

  • Finance & Insurance

We are proud to have more females involved in all areas of our business and look forward to building upon the progress we have made over the last 3 years.

James Carroll

HR Director

Metric 1: Mean Gender Pay Gap in Hourly Pay
Metric 2: Median Gender Pay Gap in Hourly Pay
Metric 3: Proportion of Males and Females receiving a Bonus Payment
Metric 4: Mean Bonus Gender Pay Gap
Metric 5: Median Bonus Gender Pay Gap
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