Gender Pay Gap Reporting

With the goal of promoting greater gender diversity, the UK Government requires all employers with 250 or more employees to disclose their gender pay gap on an annual basis.

Mean vs. Median

  • Mean is the same thing as average: the sum of all values divided by the total number of values.
  • Median is the middle point of the data set: half the values will be less than the median, and half will be above.

Volution Ventilation UK data​

VV UK is a division of Volution Group Plc and operates within the ventilation sector. The gender pay gap report is based on data as of the 5thApril 2020. At this date VV UK employed 661 staff with 455 (69.8%) being male and 205 (30.2%) being female. 278 workforce were furloughed on the 5th April 2020, eliminating them from the ordinary pay calculations.

Our Gender Pay Gap  – The difference in the hourly pay for women compared to men in the pay period that included the snapshot date (5th April 2020).
Our Gender Bonus Gap – The difference in all bonuses received in the 12 months prior to the snapshot date (5th April 2020), by women and men employed at 5th April 2020).

Pay and Bonus Gap Mean Median
Hourly Fixed Pay 30.4% 9.5%
Paid Bonus 86.4% 23.6%


What the data tells us?

Figures above show our gender pay gap as a snapshot at April 2020. The mean gender pay gap is the difference between the average hourly pay of all women compared to men irrespective of their role or level in Volution Ventilation UK. Our figures show that the mean average pay of all of women in the UK is 30.4% lower than that of men. The hourly pay figure used to calculate the difference includes allowances and shift pay. Our figures show that the median average pay of all of women in the UK is 9.5% lower than that of men.

Proportion of males and females in each pay quartile

The workforce is portioned into evenly sized quartiles based on ranking of all full-pay individuals from highest to lowest by hourly rate of pay. The following charts show the number of full-pay male and females in each quartile as a percentage of the total in the quartile.

Lower Quartile


Lower Middle


Upper Middle


Upper Quartile

  • There are no differences in pay rates for different genders occupying equivalent roles.
  • Employees that work unsociable night shift hours are generally male, and this attracts a higher pay rate.
  • VV UK are actively seeking to address the discrepancy in male/female employees in the upper quartile pay band.
  • We have a  pay gap relating to bonus payments. The majority of bonus payments in our business are sales commissions and currently a majority of our sales team is male.

Addressing Our Gender Pay Gap

We remain committed to encouraging more women to join our company at all levels and supporting them in creating successful and rewarding careers with us, as part of our overall strategy of increasing diversity and inclusion within our organization. Focus on our employer brand utilizing LinkedIn and Indeed, we will be continuing that work with entry level graduates. Ongoing improvements in our working practices and policies supporting all colleagues, introducing employee engagement survey to gather feedback from our colleagues on our policies and how we can look to improve YOY.

I can confirm the data reported is accurate – Rachel Hawkins, HR Director.