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As Konecranes Demag UK Ltd are an employer with a workforce of 250 employees or more (based on 5th April 2019) we are required by law from 2017 to report on the companies Gender Pay Gap figures.
The requirement is to carry out six calculations which show the size of the gender pay gap between our male and female employees. Using the Gender Pay Gap legislation, the relevant figures have been calculated and are set out in the report below.
There is a gender pay gap within the company, as there is in most UK companies, however one of the main reasons for this is that we employ more men in service engineer/technician roles and more women in administrative roles.
421 Male Employees 73 Female Employees
(Employees eligible to be included in the Gender Pay Gap calculations)
GENDER PAY GAP RESULTS
Our MEAN gender pay gap is 21.67 %
(Compared to a UK average of 8.6% in 2018)
Our MEDIAN gender pay gap is 26.24 %
Pay Quartiles
A summary of how men and women sit within quartile pay bands.
| Quartile | Percentage of Men | Percentage of Women |
| Lower Quartile | 63.41 % | 36.59 % |
| Lower Middle Quartile | 92.74 % | 7.26 % |
| Upper Middle Quartile | 92.68 % | 7.32 % |
| Upper Quartile | 91.94 % | 8.06 % |
Bonus Payments
The figures below show the number of men and women who were eligible for a bonus as a percentage of the total headcount.
67.76 %
Percentage of Men receiving a Bonus
69.86 %
Percentage of Women receiving a Bonus
The MEAN Bonus pay gap = 45.16 % (Men receiving a higher MEAN bonus than Women)
The MEDIAN Bonus pay gap = -2.95 % (Women receiving a higher MEDIAN bonus than Men)
Analysis
Konecranes Demag UK Ltd is committed to the principles of equal pay for all our employees. Female engineers are paid the same as male engineers and male administrators are paid the same as female administrators.
In our business, there has historically been a male dominated workforce and this is still true to this day. The company encourages applicants from females for all job roles especially the Service Technician/Engineers roles but the vast majority of applicants continues to be from males.
The gender pay gap is at a figure of 21.67% - virtually all our Service Technicians/Engineers are men and most of our administrators are women – the difference in pay between these job roles goes some way to explain the gender pay gap percentage. Also, men make up a larger proportion of higher more senior roles within the company.
61.76 % of men were eligible to receive a bonus whereas 69.86 % of women were eligible.
Again, this comes down to job roles and a higher percentage of roles filled by women were eligible for a bonus.
The MEAN Bonus pay gap was 45.16% in favour of men, the MEDIAN bonus pay gap was 2.95% in favour of women. This compares to a MEDIAN bonus pay gap in 2018 of 7.69% in favour of men.
Konecranes wants to be in the forefront of breaking down historical diversity barriers in heavy manufacturing industry, and we want to develop a diverse company for all generations, current and future. Our ambition is to reach a balance between genders at all leadership levels and in general to build a much more diverse organization.
Konecranes' aim is to strive towards a good and balanced board composition, taking into account all aspects of board diversity. Konecranes fosters personal development and career progression based solely on performance and merit, providing equal development and career progression opportunities to all employees.
Raising awareness about diversity topics, having open discussions and resolving issues, are an essential part of making Konecranes a healthy workplace and an outstanding place to work. This coming year we will be training all Managers in “Unconscious Bias Training”. We are committed to improve our diversity representation progressively on an annual basis. To show the commitment and make further progress in this area, Konecranes appointed a Chief Diversity and Inclusion Officer in 2019.
Diversity and Inclusion remains at the top of our agenda, where we seek to attract and retain future and current employees through a number of key initiatives, policies as well as being committed to promoting an inclusive working environment and progressing fair and inclusive work practices.