Gender Pay Gap

It is widely known that the automotive sector has historically been male dominated, John Grose is no exception to this. We hugely value our employees and our pay plans ensure that same roles are paid equally regardless of gender. At John Grose we are determined to redress the gender balance but given the low turnover of staff we recognise that this will take time. We are proud to have long serving employees and robust succession planning which is critical to achieving high levels of employee satisfaction and in turn the highest levels of customer satisfaction. However this does work against the number of opportunities to redress the gender balance. It is worthy of note that we are making good progress in the gender balance when hiring new trainees/apprentices.

The below figures show the Gender Pay Gap at John Grose Group Ltd in 2022:

Mean Gender Pay Gap

39.40%

Median Gender Pay Gap

14.90%

Mean Bonus Gender Pay Gap

79.70%

Median Bonus Gender Pay Gap

64.50%

Male

Female

Proportion receiving a bonus payment

70.80%

52.90%

Quartile Percentages

Quarter 1

56%

44%

Quarter 2

74%

26%

Quarter 3

76%

24%

Quarter 4

94%

6%

Totals

79%

21%

The below figures show the Gender Pay Gap at John Grose Group Ltd in 2021:

Mean Gender Pay Gap

30.60%

Median Gender Pay Gap

18.00%

Mean Bonus Gender Pay Gap

71.70%

Median Bonus Gender Pay Gap

86.00%

Male

Female

Proportion receiving a bonus payment

80.30%

76.90%

Quartile Percentages

Quarter 1

77%

23%

Quarter 2

68%

32%

Quarter 3

75%

25%

Quarter 4

93%

7%

Totals

79%

21%

The below figures show the Gender Pay Gap at John Grose Group Ltd in 2020:

Mean Gender Pay Gap

22.90%

Median Gender Pay Gap

-7.40%

Mean Bonus Gender Pay Gap

59.40%

Median Bonus Gender Pay Gap

25.80%

Male

Female

Proportion receiving a bonus payment

68.20%

40.30%

Quartile Percentages

Quarter 1

79%

21%

Quarter 2

86%

14%

Quarter 3

86%

14%

Quarter 4

86%

14%

Totals

84%

16%