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

However did not include:

• Agency staff
• Contractors
• Maternity
• Paternity
• Leavers
• Staff who are on sick pay.

The 2022 gender pay gap report can be found here 

Martin Stener General Manager, Environmental North-Western Europe, Comments:

'We have recognised that working flexibly is of enormous benefit to our employees and have embraced hybrid working as well as continuing to positively encourage flexible working where possible. We have also reviewed our family-friendly policies to ensure this leave is as supportive as possible, with the introduction of paid maternity and adoption leave as well as increasing paid paternity leave. We are undertaking a review of our technical and behavioural competency framework to ensure that it continues to provide a framework of pay ranges that avoids gender bias. We, as a company, continue to be proud of ALS’ passion for equality and diversity across the organisation and will continue to monitor gender pay across our business.'

To view previous ALS' Gender Pay Gap Reports please click here.

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