Gender Pay Gap Report

From April 2017, all organisations that employ over 250 employees are required to report annually on their gender pay gap.  The gender pay gap is defined as the differences in average earnings of men and women over a standard time period, regardless of their role or seniority.

Mon Motors Limited operates within the motor industry retail sector. The Gender Pay Gap report is based on data as at 5th April 2024, and at this date Mon Motors employed 707 staff with 540 (76.4%) being male and 167 (23.6%) being female.

In determining reward for our staff, we balance a number of factors, including the general economic climate, company performance, and the external market for the types of roles that we offer. Our bonus / commission plans aim to recognise the work that our employees deliver, with individual bonuses being determined at a departmental level. Bonus / commission payments are monitored to ensure objectivity and to keep the total allocation within budgets.

The difference between the lowest hourly rate of pay and the highest within the organisation is large, because of the variety of roles we employ, thus the mean and the median data is not as representative of the gender pay gap as it would be if the variety of roles was small.

Our 2024 findings indicate that the Mean gender pay gap has increased from -7.13% to 9.54%, this means that we have had a swing back to males in our business earning more than females per hour. The Median gender pay gap has also increased slightly from 6.31% to 7.71%. 

The Mean Bonus statistics have increased marginally this year from 31.45% to 32.06%, this is reflected by the fact that percentage of females receiving a bonus has decreased from 55.9% to 46.7%. However, the proportion of staff both male and female in this snapshot period receiving a bonus has decreased from 82% in 2023 to 72% in 2024.

A large proportion of roles held by females in our company are administration based roles and non-bonus earning.

The median bonus figures this year show a decrease from -27.9% to -20.73%. This remains being influenced by a very small % of the female workforce receiving significant bonuses throughout the year.

The number of females in the Upper quartiles has increased from 10.5% to 12.7%, there has also been an increase of 8.2% in the number of females in the Upper Middle Quarter.

However, the Lower and Lower Middle quartiles have also seen an increase of females within them of 5.4% and 6.3% respectively.

Our objectives remain the same as previous years and we anticipate that any significant results from these will only be evident in future years, they are as follows:

1. Deliver appropriate learning and development to ensure that a pipeline of suitably experienced and capable candidates are considered for senior and higher earning potential roles, with a focus on those in underrepresented groups
2. To work in partnership with our Brands, local schools and colleges to ensure that the Motor Industry is represented as a career choice for young women, particularly within Sales and Workshop roles
3. We will continue to review bonus / commission structures for all roles to ensure that earning opportunity is fair and consistent for all. This will be reviewed in conjunction with other information provided by other organisations within the same industry.