2017 Gender Pay Gap Report

Mon Motors 2017 Gender Pay Gap Report


From April 2017, all organisations that employ over 250 employees are required to report annually on their gender pay gap.  The gender pay gap is defined as the differences in average earnings of men and women over a standard time period, regardless of their role or seniority.

Mon Motors Limited operates within the motor industry retail sector. The Gender Pay Gap report is based on data as at April 2017, and at this date Mon Motors employed 701 staff with 533 (76%) being male and 168 (24%) being female.

Gender Pay Reporting

Our Gender Pay Statistics are as follows:

Mean Gender Pay Gap


Median Gender Pay Gap


Mean Bonus Pay Gap


Median Bonus Pay Gap


Proportion of Males receiving a bonus


Proportion of females receiving a bonus


The proportion of males / females in each quartile pay band is as follows:


Key Findings

The Mon Motors Group’s overall median pay gap of 16.6% is less than the 2016 ONS wholesale and retail trade figure of 18.8%, and our mean gender pay gap of 23.9% is slightly higher than the 2016 ONS vehicle trades figure of 21.6%.

There are no differences in pay rates for different genders occupying equivalent roles.

The motor industry has historically predominately attracted males into the sector, particularly within the workshop and body repair departments.  We have recently seen more females joining the industry but the majority of roles held by females are administrative and clerical.

The mean bonus pay gap of 51.9% can be attributed to the fact that the roles which receive bonus payments are in the main within the sales, workshop and Bodyshop departments where the majority of the workforce are male, this would also be true forthe proportion of males receiving a bonus compared to females.

The upper quartile earning roles are held mainly by senior managers and sales roles with 50% of the females in this category working within the Sales environment.


As a consequence of these findings the Mon Motors Group has identified two areas to address.

1. Deliver appropriate learning and development to ensure that a pipeline of suitably experienced and capable candidates are considered for senior and higher earning potential roles, with a focus on those in underrepresented groups.

2. To work in partnership with our Brands, local schools and colleges to ensure that the Motor Industry is represented as a career choice for young women, particularly within Sales and Workshop roles.


I confirm that the Mon Motors Group are committed to the principle of gender pay equality and has prepared its 2017 gender pay gap results in line with mandatory requirements.

Roger Moore

Group Finance & Commercial Director

March 2018

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