26925 Tate Gender Pay Gap Report WEB2 - Flipbook - Page 2
Foreword
We welcome the opportunity to report on our gender
pay gap 昀椀gures, as it helps us assess the ongoing impact
of our action plans and the effectiveness of our Gender
Equality strategy by enabling us to monitor trends,
identify patterns, and demonstrate progress.
This year is our 昀椀rst year reporting 昀椀gures independently as Tate Recruitment Ltd,
as in previous years our data was reported under the wider Carlisle Staf昀椀ng Plc
entity, so we are unable to make comparisons to last years published results,
but look forward to doing so next year.
David Clubb
Managing Director,
Tate
Tate has a mean gender pay gap of -23.18% in favour of women.
Tate has a median gender pay gap of -4.57% in favour of women.
Due to the nature of our business, a large proportion of the people included on the
date of the snapshot were temporary workers whose pay is 昀椀xed by our customers.
Over 68% of the employees included in the data as of the snapshot date were
women, and amongst our salaried employees where pay is under our direct
control, our transparent career path and salary bandings, and the fact that women
hold a signi昀椀cant proportion of our senior leadership and management roles
attribute to the results. The mean and median pay gaps when taking into account
combined bonus pay, are also in favour of women.
We have explored the key factors and in昀氀uences on our data within our report
and we are committed to continue working with our customers to improve the
gender balance for our candidates across all pay quartiles.
Gender Pay Gap reporting is just one component of our work underway to achieve
gender equality. We continue to develop our Gender Equality strategy as a key pillar
of our wider Equality, Diversity and Inclusion initiatives, ranging from evolving Talent
Acquisition strategies, better data and reporting; to continued adoption of working
models such as blended working.
Gender inequality is an issue that cannot be tackled by businesses alone and will
require society as a whole to address the wider social and economic causes of
gender imbalance. We continue to partner with external organisations to evaluate
our Gender Equality strategy and the role we play in the wider effort of the UK to
reduce the gender pay gap.
We look forward to reporting our progress next year.
I con昀椀rm the information and data reported
is accurate as of the snapshot date 5 April 2023.
Anna Montgomery
HR Director, RSS Global
Tate
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Gender Pay Gap Report
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