Training Area Operatives Fencing

New gender pay reporting legislation requires employers with 250 or more employees to publish annual statutory calculations showing how large the pay gap is between their male and female employees. The Landmarc report for 2016 / 2017 is available for you to read below.

Gender Pay Gap Report 2016 / 2017

In the UK, Landmarc Support Services, a joint venture between Interserve and American firm PAE, has worked in partnership with the Ministry of Defence (MOD) for more than a decade, providing a range of management and support services that enable the vital training needed to prepare Britain's Armed Forces for operational success. This includes consultancy, design, management and operation of training areas and ranges; explosives safety; built and rural estate management; environmental and conservation support; information management and administration services; project management and commercial property management. 

Encouraging Diversity

One of the aims of our People Strategy is to have a diverse workforce that represents the communities within which we work. This means seeking to improve our gender balance, better distribute our age profile and focus on improving the representation of different races and cultures. To achieve this we are developing a plan to measure and improve the diversity of our workforce, which will focus on improving our gender balance.
We believe that gender should be no barrier to success and both men and women at Landmarc undertake the wide variety of roles available from senior management and supervisory to technical and operative, supporting training areas and ranges, rural and property maintenance and a range of other specialist services including arboricultural, conservation, information technology and sustainable development. 

Current gender profile

During the reporting period, 18.5 per cent of our workforce was female and 81.5 per cent male. 
Our journey
When Landmarc was first created in 2003, the majority of our workforce was TUPE transferred from the MOD and other defence contractors. This group equates to 20 per cent of our existing workforce, of which 12.5 per cent are female.
Between 2003 and 2014 Landmarc recruited from the open market when vacancies became available. This group equates to 40 per cent of our current workforce, of which 20 per cent are female.
In 2014, Landmarc began a new government contract with the MOD, resulting in an additional TUPE transfer of employees. Today, this group equates to 16 per cent of our workforce, of which only 5.5 per cent are female.
From 2014 until the present day Landmarc has continued to recruit from the open market. This group of employees equates to 24 per cent of our current workforce of which 29 per cent are female. This is a clear indicator that we are working hard to address the gender imbalance through inclusive and diverse recruitment, including diverse shortlists, interview panels and assessment centres, family friendly policies, investment in unbiased learning and development opportunities and fostering an inclusive culture. 

Approach to pay

Our approach to pay is that men and women are paid equally for doing the same job, reinforced by the collective bargaining agreements we have with Trade Unions. However, the greater proportion of men than women, particularly in higher paid executive roles, has created a gender pay gap, which is highlighted in the figures below. You can see from our journey that we are working hard to reduce this gap through more inclusive and diverse recruitment processes.

Headline gender pay gap figures for the reporting period


Gender Pay Gap:
Mean        6.7%
Median   12.5%
Gender Bonus Gap:
Mean       21.4%
Median    86.2%
Percentage of men and women receiving a bonus*:
Men           4.2%
Women      8.5%
*The percentage of men and women receiving a bonus is low because in 2009 we consolidated the annual bonus into basic pay for the majority of our employees, leaving relatively few employees eligible for bonuses. Where they are paid they tend to align with business performance.
Proportion of male and female colleagues in each pay quartile:
​Lower Quartile  ​                     M = 66.6%   F = 33.5%
​Lower Middle Quartile ​          M = 88.3%   F = 11.7%
​Upper Middle Quartile ​          M = 85.9%   F = 14.1%
​Upper Quartile  ​                     M = 86.3%   F = 13.8%

We have also captured this information in an infographic, which is available for you to download below.
Steve Utley
Managing Director