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Vospers Motor House Ltd – 2025 Gender Pay Gap Report
The above table shows Vospers Gender Pay Gap as at the snapshot date of 5th April 2024.
Employees on reduced pay due to sickness or maternity/paternity 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 Gender Pay Gap, 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 Gender Pay Gap report of April 2024 (snapshot date April 2023), 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, although across the board, pay increases have continued to close the gap between male and female hourly rates.
As such, whilst the gender pay gap data of April 2024 continues to reflect the motor industry’s historical and current workforce being male dominant, at the snapshot date Vospers mean hourly rate gap continues to show positive reductions from 8.19% in 2022, 7.91% in 2023 and 7.47% in 2024.
Similarly, our median values data has shown positive trend reductions from 3.9% in 2022, zero in 2023 and only a marginal increase to 0.43% in 2024, suggesting a more realistic picture of our data due to outliers not influencing the overall spread of data.
At the snapshot date of April 2024, there was a slight increase of 1.68% in females receiving a bonus payment, with a decrease in males of 2.43% with negligible difference in the mean & median bonus gap values, although our snapshot data continues to demonstrate higher value bonuses for males which is as a result of the majority of our sales and service teams being male, and receiving commissions or bonuses, and are therefore the higher earners in the company. With the difficulty in recruiting females into these roles, this is unlikely to change in the short term, although we remain committed to increasing diversity in these key areas of the business.
As such, Vospers are continuing to focus on addressing the level of female employees in the motor industry across all roles, promoting from within to ensure a gender balance at all levels within our business, and encouraging female applications for our vacancies in an effort to increase our diversity in male dominated areas of the business, and this is an area that will require on-going focus.
Finally, in reviewing our quartile data it shows a reduction of both males & females in the lower quartile of 5.39% on last year, resulting in part to an increase in the lower middle quartile for both males and females of 7.32%.
In the top two quartiles, there is a reduction for both males & females in the upper middle band of 5.08%, but a slight increase in the top band of 1.14%.
Wendy Horswell
HR Director