Reporting on our Gender Pay Gap
Gender Pay Gap
Bidvest Noonan is a customer-focused services group. Our success has been achieved by designing, delivering solutions and services that provide exceptional quality and value for customers.
Bidvest Noonan employs over 27,000 people across the UK & Ireland. Our people are at the heart of our business helping to deliver exceptional services to our clients on a daily basis.
We are the market leader for a wide range of outsourced services in Northern Ireland and the Republic of Ireland and a leading provider of cleaning and security services across Great Britain. We are proud to be a subsidiary of Bidvest.
At Bidvest Noonan, we have an unwavering commitment to equality, diversity, and inclusion (ED&I) in the workplace. We want to make our people feel they belong in the business, and their opinions are valued.
We know that the industries that we work in consist of a much larger proportion of men working in security and more women working in cleaning roles but we are making it our goal to develop a more diverse workforce and a more inclusive workplace. We are actively campaigning to encourage more women to join the security industry.
In the past year we also signed the Menopause Workplace Pledge making a commitment to our female colleagues to support them through this challenge as it effects their employment.
We have comprehensive policies in place to ensure our business provides equal opportunities to all.
|2022/2023 Reporting Year|
|Percentage of men and women in each hourly pay quarter|
|Upper hourly pay quarter||80.0%||20.0%|
|Upper middle hourly pay quarter||70.3%||29.7%|
|Lower middle hourly pay quarter||71.6%||28.4%|
|Lower hourly pay quarter||42.8%||57.2%|
Hourly Pay Gap
At the time of reporting our workforce was split 67% male, 33% female. The vast majority of the male roles are employed in security which are also typically full-time. The UK Security Industry is male dominant. In addition to this, the majority of the security roles at the time of reporting were London based, attracting higher rates of pay. In contrast, the majority of cleaning roles are occupied by females, typically part-time roles and nationwide, therefore, attracting pay rates predominantly at national living wage levels. The increase in our gender pay gap is a result of an increase in security contracts in our overall portfolio.
The % of Women in each Pay Quarter
At the time of reporting, we had 20% of women in the highest pay category. We have continued to develop ED&I strategies to specifically target gender balance across all leadership roles.
|Mean and median gender pay gap using hourly pay|
|Mean gender pay gap using hourly pay||8.7%|
|Median gender pay gap using hourly pay||7.8%|
|Percentage of men and women who received bonus pay|
|Percentage of men and women who received bonus pay||13.9%||3.5%|
|Mean and median gender pay gap using bonus pay|
|Mean gender pay gap using bonus pay||-90.72%|
|Median gender pay cap using bonus pay||-10.00%|
|Number of employees used to establish your headcount for gender pay reporting, on your snapshot date||5000 to 19,999|