Training Area Operatives Fencing

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 2017 / 2018 is available for you to read below.

Gender Pay Gap Report 2017 / 2018

 

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, 19.5% per cent of our workforce was female and 80.5% per cent male.

Positive activities we are undertaking to progress the gender pay gap

We are continuing with inclusive and diverse recruitment activities, resulting in 34% of new starters being female.

Our Diversity Management Plan highlights gender as one of our key priorities to address moving forwards. As part of this plan we will:

  • Measure, analyse and identify trends across a range of diversity issues.
  • Establish internal staff networks to enable interested people to highlight issues, make recommendations and solve problems. Our first group will be a gender network.
  • Establish a Diversity and Inclusion working group to be championed by a Director. Initial priorities will include reviewing maternity benefits and flexible working practices.
  • Celebrate diversity through engaging communications.
  • Improve diversity awareness through induction and refresher training.

 

Approach to pay

Our approach 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 we are working hard to reduce through more inclusive and diverse recruitment processes.


Headline gender pay gap figures for the reporting period

 

Gender Pay Gap:

Mean      9.06% (+2.35%*)
Median   12.28% (-0.19%*)

Gender Bonus Gap:


Mean       38.26% (+16.91%*)
Median    45.22% (-41.02%*)

Percentage of men and women receiving a bonus:


Men           2.78% (-1.43%*)
Women      3.79* (-4.7%*) 

Proportion of male and female colleagues in each pay quartile:


Lower Quartile                         M = 61.37% (-5.18%*)                         F = 38.63% (+5.18*)

Lower Middle Quartile              M = 91.95% (+3.63%*)                         F = 8.05 (-3.63%*)

Upper Middle Quartile              M = 84.88 (-0.98%*)                            F = 15.12 (+0.98%*)

Upper Quartile                         M = 85.25 (-1%*)                                 F = 14.75 (+1%*)

*vs 2016 / 2017

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

Steve Utley
Managing Director

Please refer to our Privacy policy for important information on the use of cookies. By continuing to use this website, you agree to this.