Pacifica Group Limited is required by law to publish an annual gender pay gap report. This is its report for the snapshot date of 1st March 2018.

The figures set out below have been calculated using the standard methodologies used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

  • The mean gender pay gap for Pacifica Group is 24.4%.
  • The median gender pay gap for Pacifica Group is 28.6%.
  • The mean gender bonus gap for Pacifica Group is 58.3%.
  • The median gender bonus gap for Pacifica Group is 29.2%.
  • The proportion of male employees in Pacifica Group receiving a bonus is 32.3%
  • The proportion of female employees receiving a bonus is 40.7%.

Pay quartiles by gender

A64%36%Includes all employees whose standard hourly rate places them at or below the lower quartile
B68.2%31.8%Includes all employees whose standard hourly rate places them above the lower quartile but at or below the median
C81.2%18.8%Includes all employees whose standard hourly rate places them above the median but at or below the upper quartile
D91.8%8.2%Includes all employees whose standard hourly rate places them above the upper quartile

What are the underlying causes of Pacifica Group’s gender pay gap?

Under the law, men and women must receive equal pay for:

  • the same or broadly similar work;
  • work rated as equivalent under a job evaluation scheme; or
  • work of equal value.

Our Equal Pay


Pacifica Group is committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. It has a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). As such, it:

  • carries out pay and benefits audits at regular intervals;
  • provides regular equal pay training for all managers and other staff members who are involved in pay reviews; and
  • evaluates job roles and pay grades as necessary to ensure a fair structure.

Pacifica Group is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the roles in which men and women work within the organisation and the salaries that these roles attract.

Across the UK economy as a whole, men are more likely than women to be in senior roles (especially very senior roles at the top of organisations), while women are more likely than men to be in front-line roles at the lower end of the organisation.

This pattern from the UK economy is reflected in the make-up of Pacifica Group’s workforce, where the majority of front-line customer assistants within its call centres are women, while the majority of field based and senior manager roles such as Appliance Repair Engineers, Central Heating and Electrical Engineering as well as Technical Service Management roles are held by men. In addition, the majority of the executive team roles are held by men.

This can be seen above in the table depicting pay quartiles by gender. This shows Pacifica Group‘s workforce divided into four equal-sized groups based on hourly pay rates, with Band A including the lowest-paid 25% of employees (the lower quartile) and Band D covering the highest-paid 25% (the upper quartile). In order for there to be no gender pay gap, there would need to be an equal ratio of men to women in each Band. However, within Pacifica Group, 36% of the employees in Band A are women and 64% men. The percentage of male employees increases throughout the remaining Bands, from 68.2% in Band B to 81.2% in B and 91.8% in band D.

What is Pacifica Group doing to address its gender pay gap?

While Pacifica Group's gender pay gap compares favourably with that of organisations within the service sector, this is not a subject about which Pacifica Group is complacent, and it is committed to doing everything that it can to reduce the gap. However, Pacifica Group also recognises that its scope to act is limited in some areas - it has, for example, no direct control over the subjects that individuals choose to study or the career choices that they make.

To date, the steps that Pacifica Group has taken to promote gender diversity in all areas of its workforce include the following:

  • Revising the flexible working policy:
  • Supporting parents:
  • To identify any barriers to gender equality and make informed priorities for action
  • To create flexible training to ensure opportunity is provided to all genders who are looking to take up the various roles within the business
  • To create opportunity for female entrants into the traditional male dominated technical roles

None of these initiatives will, of itself, remove the gender pay gap - and it may be several years before some have any impact at all. In the meantime, Pacifica Group is committed to reporting on an annual basis on what it is doing to reduce the gender pay gap and the progress that it is making.

Right now, Pacifica Group has plans to extend its consultation exercise across all areas and levels of the organisation to identify the barriers (and the drivers) for women employees.

In the coming year, Pacifica Group is also committed to:

  • reviewing its policy on bonus payments;
  • investigating affordable childcare options with local providers

Any further initiatives launched throughout the year will be reported in the next report.