Background
Globalization Partners Limited provides a UK employer of record (EOR) solution for companies engaging talent in the UK.
Globalization Partners Limited’s employees fall int two categories: (i) those it employs on behalf of a customer, who provide services to that customer (referred to as “Profesionals”) and (ii) those it employs to do work for Globalization Partners Limited itself (referred to herein as “internal employees”).
The UK’s Equality Act 2010 (Gender Pay Gap Information) Regulations came into effect in 2017 and require that employers with 250 or more employers analyse and publish data showing their gender pay gap, across certain prescribed metrics for hourly and bonus pay.
As of the snapshot date of 5 April 2021, Globalization Partners Limited has 272 full pay relevant employees for the purpose of the UK gender pay gap reporting regulations. Of these employees:
- 196 were men;
- 76 were women;
- 8 were internal employees; and
- 264 were Professionals.
This is the first year that Globalization Partners Limited has been required to report gender pay gap figures.
UK law requires that Globalization Partners Limited publishes amalgamated gender pay gap figures across internal employees and Professionals.
However, these amalgamated results do not give a truly representative look at Globalization Partners Limited’s pay practices for a number of reasons, including:
- Pay for Professionals is set by the relevant customer, not Globalization Partners Limited. Pay philosopies and practices vary from company to company, and resulting compensation rates and structures for professionals align to that of the relevant customer, not Globalization Partners Limited.
- Globalization Partners Limited has customers across a broad range of sectors and as such there is significant variation in market practice on each base pay and bonuses between sectors.
- Globalization Partners Limited work with customers of various business size and revenue generation, which means pay and pay practices may vary depending on the revenue and size of the customer.
- Globalization Partners Limited employs Professionals at all levels of seniority and experience, which means pay varies significantly.
- Globalization Partners Limited employs Professionals who are located all over the Uk and those geographical differences may be reflected in pay as determinated by the relevant customer.
The combinations of these factors means that differences in pay between Professionals are impacted by myriad factors. The pay gap calculations required by the Gender Pay Gap Regulations do not recognise those differences and give a distorted view of Globalization Partners Limited’s practices.1
Our annual gender pay gap reports are accesible on our company website and on the UK government’s website.
Gender Pay Gap Figures: All employees
The tables below display the amalgamated figures required by the Gender Pay Gap Reporting Regulations for Globalization Partners Limited, covering internal employees and Professionals.
At the relevant date, there were 272 full pay relevant employees, including both internal employees and Professionals, of whom 196 where men and 76 were women.
Pay for the Professionals is not set by Globalization Partners Limited but by the relevant customer.
| All employees | As 5 April 2021 |
|---|---|
| Mean (average) gender pay using hourly pay |
34.34% |
| Median gender pay gap using hourly pay | 27.15% |
| Mean (average) gender pay gap using bonus pay |
64.66% |
| Median gender pay using bonus pay | 48.33% |
| Percentage of men receiving a bonus pay | 57.5% |
| Percentage of women receiving a bonus pay | 49.4% |
Pay Quartiles
| Pay Quartile | Male | Female |
|---|---|---|
| Upper | 86.76% | 13.24% |
| Upper Middle | 76.41% | 20.59% |
| Lower Middle | 63.24% | 36.76% |
| Lower | 58.82% | 41.18% |
This report has been reviewed and approved by:
Todd Goffman, Director, Globalization Partners Limited