Gender Pay Gap Report 2022
This is Copart's Gender Pay Gap Report, for the year ending 5th April 2022.
Overall, our statistics show a Median Hourly pay gap of 22.91% which shows a decreased movement from the previous year’s reported Median Hourly pay gap of 25.78%. The 2.87% movement between our 2021 and 2022 figures were linked to the increase in female headcount within the upper middle quartile.
Despite seeing a decreased movement in our overall percentage by 2.87%, the profile of our workforce and high proportion of transport drivers remains high, most of which are male. This has a direct impact on our headline figure.
Copart is confident that its approach for hiring new employees and the provision of pay and rewards is not biased to one gender over another. Copart operates its business from 20 locations throughout the UK. Our job roles are broadly split into four categories: LGV Drivers, Yard Operatives; admin staff and functional specialists, however these are not in equal proportion.
All roles based in our Operations Centres, Copart has a structured pay grading system which does not favour men or women. We conduct competitive external pay benchmarking for all specialist staff to ensure to pay appropriately against the role requirements irrespective of gender.
For the benefit of overall comparison, the office of National Statistics Annual Survey of Hours and Earning overall median gender pay gap for 2022 is 14.9% for all employees, a reduction from the previous year at 15.4%.
Gender Headcount
See below headcount split for the four main job categories, with a total headcount of 1138. This shows an increase in female employees by 1% from 2021.
The headcount is split as follows:
|
|
Male % |
Female % |
|
Drivers |
98.30% |
1.70% |
|
Operations Centre - Yards |
96.55% |
3.45% |
|
Operations Centre – Office |
37.14% |
62.86% |
|
Head office / Specialties |
47.09% |
52.91% |
Pay and Bonus Pay
Hourly pay included all elements from an employee’s monthly payroll data including the variations of driver pay.
|
|
Mean |
Median |
|
Hourly Pay Gap |
16.76% |
22.91% |
We recognise the contribution that all our employees make irrespective of their gender. In 2022 we saw that out of those who were eligible, the bonus gap for 2022 was formed by a 50% female and 50% male split. In comparison to the previous year, where we saw a split of 30% female and 70% male.
At the time of the data snapshot 227 employees were LGV drivers. Copart has four female LGV Drivers. Copart has compared the Pay Gap with and without the driver pay from the calculations, this then reduces the Mean Hourly Pay Gap to 12.95%, a reduction of 3.81%, and the Median Hourly Pay Gap decreased to 7.76%, a reduction of 15.16%.
Pay Quartiles 2022
The following charts illustrate the gender distribution across the four quartiles of pay bands. At Copart we are confident that all men and women are paid equally for doing equivalent jobs across all parts of our business.
|
Upper Quartile |
||||
|
|
Total |
Percentage |
Mean |
Median |
|
Male |
244 |
85.92% |
£24.48 |
£21.10 |
|
Female |
40 |
14.08% |
£28.53 |
£22.34 |
|
Total |
284 |
Gender Pay Gap |
-16.53% |
-5.91% |
|
Upper Middle Upper Quartile |
||||
|
|
Total |
Percentage |
Mean |
Median |
|
Male |
208 |
73.24% |
£15.78 |
£15.94 |
|
Female |
76 |
26.76% |
£15.23 |
£15.16 |
|
Total |
284 |
Gender Pay Gap |
3.48% |
4.94% |
|
Lower Middle Upper Quartile |
||||
|
|
Total |
Percentage |
Mean |
Median |
|
Male |
172 |
60.35% |
£11.87 |
£11.64 |
|
Female |
113 |
39.65% |
£11.86 |
£11.69 |
|
Total |
285 |
Gender Pay Gap |
-0.09% |
-0.46% |
|
Lower Quartile |
||||
|
|
Total |
Percentage |
Mean |
Median |
|
Male |
150 |
52.63% |
£10.38 |
£10.43 |
|
Female |
135 |
47.37% |
£10.32 |
£10.50 |
|
Total |
285 |
Gender Pay Gap |
0.61% |
0.72% |
Pay Quartiles for 2021
Our gender pay quartiles see a slight change to 2021. With an increased movement in the in the Upper Middle, Lower Middle, and the Lower Quartile, showing an increase in favour of females.
Summary
Some of our main highlights for 2022 was that we increased our gender split and reduced our Median Hourly pay gap by a movement of 2.87%. In addition to this, we increased our female headcount in the upper middle quartile through both internal promotions and external recruitment means.
As we have illustrated, a factor affecting our headline and reported Gender Pay Gap is the disproportionate number of male to female employees. Copart will continue to encourage diversity within our recruitment practices to improve the gender balance and the provision of pay and rewards is not biased to one gender over another.
Jane Pocock
UK Managing Director