This gender pay gap report covers a snapshot from April 2022 of CMS Distribution UK employees only. The report is based on 261 people.
Our Hourly Pay Gap
At CMS, women earn 85p for every £1 that men earn when comparing median hourly pay. The median is finding the middle number of a group of numbers when they're arranged from smallest to largest. If there are two middle numbers, you take the average of those two. This means women's median hourly pay is 14.6% lower than men’s at CMS.
The mean is finding the average of a group of numbers. You add up all the numbers and then divide by how many numbers there are. The Gender Pay Gap report also takes into consideration mean hourly pay. Women’s mean hourly pay is 20.2% lower than men’s at CMS.
We acknowledge that as a business we have a part to play in closing this gap and improving the gender balance in our sector. We believe we can achieve our mission through our values, first and foremost with our people. At CMS, we pride ourselves on our growth mindset and investing in the personal development of our people. We strive to provide equal opportunities for everyone to grow and progress.
To improve development opportunities for our people, in 2019 we introduced Job Grading with an external software from Willis Towers Watson. This system ensures we have a consistent, systematic approach to defining the relative level of roles at CMS. It identifies gaps in our structure and helps us to find development opportunities for new roles or layers within a team, and ensures we are fairly and consistently assessing how different job roles compare with each other. We can use this information to support and develop our future leaders and experts as well as to support bench marking and salary reviews.
The Job Grading system is centred around the requirements and responsibilities of the job role – not the ability of the individual. This process ensures we remain impartial when we put people in the relevant job role concerning their skills. Building on our progress so far, we are proud to report our Gender Pay Gap for the first time as a positive step to continue our journey of being a transparent, inclusive, and equal workplace. Moving forward, the powerful data from our latest will report will help us to ensure our job grading framework supports our goals.