From April 2017,  employers in the UK with more than 250 staff are required by law to publicly publish their gender gap information, covering pay and bonuses - this is required annually.

The 7 measures to report based on a 'snapshot' date were:

The mean gender pay gap (based on hourly pay)
The median gender pay gap (based on hourly pay)
The mean gender bonus gap
The median gender bonus gap
The proportion of men who received a bonus
The proportion of women who received a bonus
The number of men and women according to quartile pay bands (based on hourly pay)

​The gender pay gap shows the difference in the average earnings between all men and women in an organisation. This study included Full-time / Part-time / Fixed-term / Casual workers but did not include Agency staff / Contractors/ Maternity / Paternity /Leavers / Staff who are on sick pay.

The 2020 gender pay gap report can be found here

Matthew Masters - General Manager Europe, comments 

"The quartiles above show the male to female split of our workforce in each pay quartile. They were established by ranking employees in order of hourly pay rates from lowest to highest and then dividing them into four equally sized pay quartile groups, following which the proportions of men and women in each of the quartiles were calculated. The figures are representative of reduced employee numbers as a number of staff were excluded due to being furloughed. As a consequence, we consider that our gender pay gap data, although paining a very positive picture, do not accurately represent the underlying picture on staff pay for the year under review. The technical and behavioural competency framework we have in place for the majority of roles provides a framework of pay ranges that avoids any gender bias. We are proud of ALS’s passion for equality and diversity across the organisation and will continue to monitor gender pay across our business."

This an obligation for ALS Environmental and the results of this study can be found on the government website here. 

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