AIT HOME DELIVERY UK LIMITED
Snapshot date
April 2025
Person responsible for employer’s report
Andrew Dale - Senior Commercial Director Home Delivery Global
Address
Unit 22, Lodge Way, Lodge Farm Industrial Estate, Northampton, NN5 7US
Nature of business (SIC)
Administrative and support service activities
Employer Size
500 to 999 employees
Gender pay gap report
1. The difference between the mean hourly rate of pay of relevant male employees and relevant female employees: -1%
| mean male | £16.14 |
| mean female | £16.23 |
| difference between male and female mean | -£0.09 |
| (Difference divided by men’s rate) times by 100 | -1% |
2. The difference between the median hourly rate of pay of relevant male employees and relevant female employees: 9%
| male median | 450 | £14.02 |
| female median | 108 | £12.77 |
| median difference | £1.26 | |
| (Difference divided by men’s rate) times by 100 | 9% |
3. The difference between the mean bonus pay paid to relevant male employees and relevant female employee: 52%
| male total bonus | 28 | £522,199 |
| male mean bonus | £18,649.96 | |
| female bonus | 16 | £144,049 |
| female mean bonus | £9,003 | |
| mean difference | £9,647 | |
| (Difference divided by men’s bonus) times by 100 | 52% |
4. The difference between the median bonus pay paid to relevant male employees and relevant female employees: 5%
| median bonus pay difference | £282 | |
5. The proportions of relevant male and female employees who were paid bonus pay in the relevant 12-month period
| number of men paid bonus | 0 |
| 6% | of men were paid bonus |
| 15% | of women were paid bonus |
6. The proportions of relevant male and female employees in four quartiles
| Quartile | Number of employees | Number of Males | Number of Females | Proportion of Males | Proportion of Females |
| Lower | 139 | 82 | 57 | 59% | 41% |
| Lower-Middle | 139 | 123 | 16 | 88% | 12% |
| Upper-Middle | 140 | 122 | 18 | 87% | 13% |
| Upper | 140 | 123 | 17 | 88% | 12% |
7. Supporting Statement
- The above information represents a consistent allocation of pay rates to both men and women throughout all quartiles.
- However, due to the significantly higher number of male workers in the Company, this has created pay gaps in certain areas.
- 19.4% of all employees in the Company were female, compared with 18.9% in the previous year.
- The proportion of female employees in the upper quartile has decreased year on year from 17% in the previous year, to 12% in the current year.
- There were 6% of male employees paid a bonus and 15% of female workers were paid a bonus in the year.
- Although a pay gap still exists between male and female colleagues, the Company does recognise the importance of a diverse workforce and to achieve this, managers are encouraged to apply equal opportunity practices in all training, promotion and recruitment processes.
