At People Asset Management we want all colleagues to receive a competitive earnings package. We fully believe in equality; salary and earnings are based on qualifications and experience for different job types.

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PAM’s mean gender pay gap is 16% and its median gender pay gap is -6%. The UK national averages are 15.4% and 7.9% respectively. We are pleased to be below the national average for the median range but recognise that there is more for us to do, and we are committed to continuing to work to reduce the gap for the mean figures as we have done in previous years, having achieved a reduction from 23% since last year.

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We are an 82.4% female organisation; women are well represented across our entire structure at every level. We have a high representation of women in our senior leadership team, including on our Executive Board.

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Our gender pay gap arises from three key factors:

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1. There are fewer men working in the lower to upper middle quartiles as the industry is a predominantly female led sector.

2. We have more men than women working in certain specialist roles, which attract higher rates of pay than other roles at similar levels of seniority.

3. The majority of the female workforce work part-time in comparison to males that work full-time, which is further evidenced by our median range.

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At PAM we focus on recruiting the right person for the role and we will continue in this way. We also encourage the promotion of internal candidates to help our colleagues achieve career growth within our businesses. We have a number of female colleagues in our Executive and Senior Leadership Teams who initially joined the business at entry level or mid-level and have developed their careers with us.  We will continue to promote this type of growth and development.

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The steps we are taking to address our gender pay gap, and ensure we lead by example, include but are not limited to: 

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• Reviewing our recruitment practices to understand why we fail to attract more men into entry level roles

• Continuing to attract more females into specialist and technical roles

• Using gender data and evidence to inform our priorities for action

 

PAMs report for the snapshot date of 5th April 2021:

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• Mean Gender Pay Gap – 16%

• Median Gender Pay Gap – -6%

• % Women received a bonus – 25%

• % Men received a bonus – 20%

• Difference in Bonus Pay

  • Mean – 52%

  • Median – 0%

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Pay quartiles by gender: