ERA Gender Pay Gap Report | 2023-2024

ERA Home Security Ltd (ERA) continues to drive the innovation that underpins home security. With over 175 years of manufacturing, design and innovation, we have been firmly at the heart of securing Britain’s homes since 1838. 

Overview

Under UK legislation, all organisations with 250 employees or more, are required to publish data which demonstrates the pay differential between male and female pay.

Our gender pay gap statistics reflect the remuneration of employees of the company on the snapshot date of 5 April 2023. Our statutory report’s gender pay gaps and quartiles are calculated from 328 individuals: 66.8% male and 33.2% female.

The mean hourly pay difference between male and female employees in 2023 of 17.6% is higher than the previous year (15.38%). The median hourly pay difference is also higher at 26.6% (15.43% in 2022)

Managing the Gender Pay Gap for the future

As stated in the Group’s Diversity & Inclusion Policy, ERA is committed to supporting employment policies and practices that ensure all decisions involving people (including recruitment, reward and people development) are made based on an objective assessment that reflects talent, engagement and achievement, and are not subject to any form of bias.

ERA is committed to ensuring that equivalent roles within each of its areas receive appropriate and equivalent remuneration. Accordingly, our employment policies, human resource systems and processes are focused on attracting and developing a diverse workforce of the highest calibre.

Our current pay gap is in part, driven by the traditionally male dominated nature of our industry and in part, by the higher proportion of women in more junior roles in ERA with lower earning potential. Previous years had seen a continued decline in the mean and median pay gap, underpinned by ERA’s commitment to being a Living Wage Employer. Although we have seen an increase this year, removing the gender pay gap is important to ERA and we will increase our efforts to ensure that this is the case.

Since the snapshot date for 2023, ERA’s Executive Committee is now comprised of a higher proportion of females compared to males, building on the appointment of our female president in April 2021.

Where roles allow, we also support flexibility in terms of working practices and as part of our regular Organisational Capability Reviews,  focus is given to how female talent can be supported with progression and development opportunities across the business. Additionally, an Apprenticeship programme has been introduced to support ERA’s development of a more diverse pipeline of talent.

Reporting ERA’s gender pay gap

The results shown below are the aggregation of ERA UK employees.

The UK Government gender pay gap regulations asks for four sets of data:

1. Reporting differences in mean and median pay between males and females, calculated on the basis of equivalent hourly pay rates

Mean hourly pay difference between male and female employees					17.6%
Median hourly pay difference between male and female employees					26.6%

2. Reporting the distribution of males and females between pay band quartiles, calculated using the range of hourly pay rates

Lower quartile pay band				Male	50%
				Female	50%
Lower middle quartile pay band				Male	62.3%
				Female	37.7%
Upper middle quartile pay band				Male	77.3%
				Female	22.7%
Upper quartile pay band				Male	79%
				Female	21%

 

3. Reporting the differences in mean and median bonus pay between males and females  mean and median bonus pay between males and females

Mean difference between male and female bonus payments					-16.1%
Median difference between male and female bonus payments					-112.6%

4. Reporting the proportion of males and females receiving bonus pay in a year.

Proportion of male employees receiving a bonus payment					9.1%
Proportion of female employees receiving a bonus payment					6.4%