W. Brindley (Garages) Limited

Snapshot date

5 April 2017

Person responsible for employer's report

Paul Ashcroft (Finance Director)


55 Penn Road, Wolverhampton, West Midlands, United Kingdom, WV2 4WW

Nature of business (SIC)

Wholesale and retail trade; repair of motor vehicles and motorcycles

Employer Size

250 to 499 employees

Gender pay gap report

Difference in hourly rate

About mean and median

The mean hourly rate is the average hourly wage across the entire organization, so the

mean gender pay gap is a measure of the difference between women’s mean hourly wage

and men’s mean hourly wage.

The median hourly rate is calculated by ranking all employees from the highest paid to the

lowest paid, and taking the hourly wage of the person in the middle; so the median gender

pay gap is the difference between women’s median hourly wage (the middle paid woman)

and men’s median hourly wage (the middle paid man).

Women’s mean hourly rate is 12.3% lower than men’s

In other words when comparing mean hourly rates, women earn 88p for every £1 that men


Women’s median hourly rate is 0.7% lower than men’s

In other words when comparing median hourly rates, women earn 99p for every £1 that

men earn.

Proportion of women in each pay quartile

About quartiles

Pay quartiles are calculated by splitting all employees in an organisation into four even

groups according to their level of pay. Looking at the proportion of women in each quartile

gives an indication of women's representation at different levels of the organisation.

Top quartile (highest paid)

29.7% of the top quartile are women

Upper middle quartile

28.6% of the upper middle quartile are women

Lower middle quartile

28.6% of the lower middle quartile are women

Lower quartile (lowest paid)

29.2% of the lower quartile are women

Who received bonus pay

50% of women

66.3% of men

Difference in bonus pay

Women’s mean bonus pay is 55.4% lower than men’s

Women’s median bonus pay is 71.2% lower than men’s

This data has been calculated in accordance with the UK government guidelines on gender pay gap reporting. We

are confident that men and women are paid equally for doing equivalent jobs across our business. The company’s

gender pay gap is driven by a concentration of male colleagues in more senior roles. W Brindley Garages Ltd

operates an equal opportunity recruitment policy and candidates are appointed who are best qualified to fulfil the

job opportunity in question.