Vospers Gender Pay Gap Report

Vospers Motor House Ltd – 2026 Gender Pay Gap Report

At Vospers Motor House Ltd, we are committed to ensuring fairness, equity, and equal opportunity for all colleagues. Each year, we analyse our gender pay gap to better understand the factors influencing differences in pay and representation across our organisation. This narrative outlines our findings for the reporting period (snapshot date April 2025) and describes the actions we are taking to promote long‑term, sustainable progress towards gender parity.

Employees on reduced pay due to sickness or maternity/paternity leave etc have been included in the bonus pay calculations, although are excluded from the calculation for average mean and median hourly rates and quartile calculations.

Vospers remain confident that men and women are paid equally when working in equivalent roles and are committed to ensuring equality in pay throughout the organisation.In publishing our GPG data, it should be noted that this legislation is distinct from equal pay, as it is not measuring the parity of roles of the same level.

Since our previous GPG report of April 2025 (snapshot date of April 2024), Vospers have continued to be impacted by very competitive recruitment markets for technical workshop roles, resulting in higher salaries and bonus opportunities in these predominately male roles.As such, the gender pay gap data of April 2025 continues to reflect the motor industry’s historical and current workforce being male dominant, with our analysis showing that women earn 8.54% less than men on a mean hourly basis and 1.21% less on a median hourly basis.

The gap is more pronounced when considering bonus pay, with mean bonus pay for women at 33.35% lower than for men, and Median bonus pay for women at 41.24% lower.Additionally, fewer women (58.26%) received a bonus compared with men (67.46%).This significant gap is influenced by role distribution of bonus-eligible roles which are predominantly but not exclusively held by men.

Pay Quartiles

A review of pay quartiles highlights that the gender pay gap in our business is not driven by unequal pay for equal work, but shows a gendered pattern in our pay structure where men are more likely to occupy higher‑paid roles, whereas women are disproportionately represented in lower‑paid positions

Key Factors Influencing the Gender Pay Gap

The workforce remains male‑dominant (421 men and 115 women), especially in roles with higher earning potential. Women are more highly represented in administrative, support, and part‑time roles, which typically offer fewer bonus opportunities and lower average pay.

Men predominantly occupy roles with higher earning potential such as Technicians, senior managers, and to a lesser extent, Sales Executives many of which include substantial bonus or commission opportunities.As such, because bonus schemes disproportionately reward performance in technician, sales and senior roles, the bonus pay gap is significantly larger than the hourly pay gap.

Our Commitment

We remain firmly committed to reducing our gender pay gap and creating a workplace with opportunities for all. Continued focus on recruitment pipelines, retention strategies, internal progression, increased flexibility across the business and reward structures will help ensure that opportunities at Vospers Motor House are transparent and fair, and that progression is based solely on talent and contribution.

Wendy Horswell

HR Director

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