UK Fuels Ltd

UK Fuels Ltd - Report Narrative

Following a government-led consultation in 2016, gender pay reporting legislation requires private sector employers with 250 or more employees to publish statutory calculations every year showing the pay gap between their male and female employees. As demonstrated in our published report, Radius has carried out the six statutory calculations which I can confirm are based on accurate data.

Both our mean pay gap and mean bonus gap have improved since our last report. Our pay gap has decreased by four percentage points (from 34% in 2023 to 30% in 2024). When comparing 2023 to 2024, the shift in GPR is driven by higher Q4 pay for females, while average Q4 male pay has remained constant. Our bonus gap has improved by thirteen percentage points (from 64% in 2023 to 51% in 2024), illustrating that we are making positive strides toward gender balance in both pay and bonuses. This positive trend has also been reflected in our gender pay reporting over the past two years.

Our median pay gap has remained at 20% because the number of females in each quartile has remained consistent and not grown. Our median bonus gap has improved by 3% (39% 2023 to 36% 2024) which is as a result of a greater gender balance across bonuses within all four quartiles in 2024. We will continue to support several initiatives through FY25 which are designed to enable all staff equal opportunity and an equal chance to progress in the business. This includes the launch of our new online Learning hub to support those colleagues who want to develop and progress their career, capability and skill sets with us.

We have introduced and invested in a Reward function in October 2023 which has allowed us to start building reward frameworks, focussing first on designing and introducing a new grading system to assist us to start identifying career pathways and to provide benchmarking information aiding the decision-making process of pay positioning, pay increases and the rationale for starting salaries or adjustments.

We have introduced a new Global Talent Mobility Manager role, responsible for validating our various talent groups and matching them with relevant development or learning opportunities to help retain and grow our best talent. This approach applies a consistent set of guiding principles to ensure equal opportunity. Furthermore, through various surveys, including our global talent mobility survey and the 2024 employee engagement survey, we have gained deeper insights into our colleague demographics.

Gender Pay Reporting

Mean gender pay gap 30%

This calculation requires an employer to show the difference between the mean hourly rate of pay that male and female full-pay relevant employees receive a positive % reveals that typically or overall, female employees have lower pay or bonuses than male employees.

Median gender pay gap 20%

This calculation requires an employer to show the difference between the median hourly rate of pay that male and female full-pay relevant employees receive a positive % reveals that typically or overall, female employees have lower pay or bonuses than male employees.

The mean bonus gender pay gap 51%

This calculation requires an employer to show the difference between the mean bonus pay that male and female relevant employees receive a positive % reveals that typically or overall, female employees have lower pay or bonuses than male employees.

The median bonus gender pay gap 36%

This calculation requires an employer to show the difference between the median bonus pay that male and female relevant employees receive a positive % reveals that typically or overall, female employees have lower pay or bonuses than male employees.

Proportion of males receiving a bonus payment 60%

This calculation requires an employer to show the proportion of male relevant employees who were paid any amount of bonus pay, including commission.

Proportion of females receiving a bonus payment 68%

This calculation requires an employer to show the proportion of female relevant employees who were paid any amount of bonus pay, including commission.

Gender Pay Reporting - Quartile pay band

The calculation requires an employer to show the proportions of male and female full-pay relevant employees in four quartile pay bands, which is done by dividing the workforce into four equal parts.

Comparing these results will indicate the distribution of full-pay relevant male and female employees in the quartile. Comparing results between the quartiles will indicate the distribution of full-pay relevant male and female employees across the organisation.

Quartile 1

Quartile 2

Quartile 3

Quartile 4

Declaration

I confirm that the gender pay gap information published in this written statement, and submitted to the Gender Pay Gap Service, is accurate and has been calculated according to the requirements and methodology set out in The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Emma Quinn, Chief People Officer