Gender Pay Report
Fraser Capital Management Limited
Employee Communication: Gender Pay Gap Reporting

We are an employer required by law to carry out Gender Pay Reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employees data.
We are required to publish the results on our own website and a government website. We will do this within one calendar year of April 5th 2017.
We can use these results to assess:

• the levels of gender equality in our workplace
• the balance of male and female employees at different levels
• how effectively talent is being maximised and rewarded.

The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.
Further details about how we intend to tackle our gender pay gap can be found by:
• contacting your HR department
• looking at our company handbook

Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records. All employees can confirm and update their records if they choose toby contacting Michael Pearson.

Difference in hourly rate of pay - mean 12.9%
Difference in hourly rate of pay - median 0.0%
Difference in bonus pay - mean 29.6%
Difference in bonus pay - median -16.7%
Percentage of males who received bonus pay 
Males 16.8%
Females 6.5%
  
Employees by pay quartile  
Upper quartile  
Males 48.2%
Females 51.8%
Upper middle quartile  
Males 32.4%
Females 67.6%
Lower middle quartile  
Males 31.8%
Females 68.2%
Lower quartile  
Males 31.8%
Females 68.2%

You can learn more about Gender Pay Reporting by visiting www.acas.org.uk/genderpay
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