Heading
Close X
Menu
Home Delivery or Click & Collect
14-Day Money Back Guarantee
Reserve Online Today for £99
GENDER PAY GAP – ALLEN FORD (UK) LIMITED
Allen Ford, Allen Kia, Essex Ford, Essex Auto Group & SMC are parts of Allen Ford (UK) Ltd which is one of the UK’s leading suppliers of cars and vans to private motorists and businesses. Our network of over 30 locations stretches across the south of England, from Bath to the Midlands to Essex and the north of Kent. Allen Ford is proud to uphold the reputation of the manufacturers we represent through our high standards of customer service, competitive prices, and employee satisfaction.
At Allen Ford, we know that our employees are our most valuable asset. We believe that creating a diverse and gender-balanced workforce will deliver the best results for our company and our customers. The automotive sector in the UK currently employs a disproportionately high number of males compared to females. On 5th April 2020, the total workforce of Allen Ford (UK) Ltd was 78.8% male with many of these employees working in typically bonus and commission-earning roles as departmental managers, salespeople, and workshop or body shop technicians.
On the “snapshot date” of 5th April 2020 our business was subject to enforced closure because of a COVID-19 lockdown. This resulted in only 10.5% of the workforce being full-pay relevant employees at the snapshot date which has impacted the data significantly. Of the total workforce of 1,304, the 137 full-pay relevant employees were largely in management or senior leadership roles. Whilst some of our most successful managers are female, a larger proportion work in support roles in Accounts and Administration. These two factors are the major influences on the size of the mean pay gap.
Our gender pay gap results are set out below
| 2018 Hourly Pay Gap | 2018 Bonus Gap | 2019 Hourly Pay Gap | 2019 Bonus Gap | 2020 Hourly Pay Gap | 2020 Bonus Gap | |
|---|---|---|---|---|---|---|
| Mean | 22.9% | 62.3% | 20.4% | 59.4% | 31.7% | 77.4% |
| Median | 18.9% | 62.1% | 16.7% | 67.0% | 14.6% | 97.7% |
Proportion of Employees Receiving Bonus
| Gender | 2018 Male | 2018 Female | 2019 Male | 2019 Female | 2020 Male | 2020 Female | |
|---|---|---|---|---|---|---|---|
| 78.6% | 68.2% | 73.8% | 61.5% | 74.5% | 51.6% |
Proportion of Employees in Each Pay Quartile
| 2018 Male | 2018 Female | 2019 Male | 2019 Female | 2020 Male | 2020 Female | |
|---|---|---|---|---|---|---|
| Upper | 83.3% | 16.7% | 88.5% | 11.5% | 85.3% | 14.7% |
| Upper Middle | 82.1% | 17.9% | 80.9% | 19.1% | 76.5% | 23.5% |
| Lower Middle | 63.9% | 36.1% | 63.3% | 36.7% | 85.3% | 14.7% |
| Lower | 86.1% | 13.9% | 79.9% | 20.1% | 62.9% | 37.1% |
As an organisation we are working on a number of initiatives to make progress in the diversity of our workforce. These include the introduction of an emerging leaders development programme encouraging female leaders, the reassessment of our Recruitment and Attraction processes, and Equality & Diversity training.
We are committed to pay equality and will continue to encourage diversity in all departments and job roles. Allen Ford (UK) Ltd also has a policy of promoting from within the workforce which, whilst affording equal opportunity for advancement, also results in a stable and experienced management team. This will mean that our commitment to diversity can only be borne out through a combination of a falling gender pay gap and improved gender diversity over the long term.
I confirm that the information contained in this report is accurate.
Niall Hooper
Group Managing Director