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Capitol SEAT

01633 636463

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01225 325800

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01685 350077

Newport Ford Transit Centre

01633 636499

Bath Audi

01761 438300

Bristol Audi

0117 958 1450

Cardiff Audi

029 2054 7555

Capitol SKODA

01633 636463

Cwmbran Ford

01633 627800

Chepstow Ford

01291 635830

Newport Ford

01633 278020

Mon Motors Chepstow

01291 635830

Mon House

01291 631031

Mon Motors Accident Repair Newport

01633 294767

Mon Motors Approved

01633 294700

Cardiff Volvo

02921 509800
2022 Gender Pay Gap Report

2022 Gender Pay Gap Report

From April 2017, all organisations that employ over 250 employees are required to report annually on their gender pay gap.


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 5th April 2022, and at this date Mon Motors employed 638 staff with 500 (78.4%) being male and 138 (21.6%) 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

Our 2022 findings indicate that the Mean gender pay gap has increased from 10.3% to 14%, and the Median gender pay gap has also changed slightly from 9.5% to 14.1%.

The Mean Bonus statistics have decreased slightly from 52.4% last year to 44.8% this year, however the % of females receiving a bonus has also decreased by 6%. The majority of roles held by females in our company are administration based roles and non bonus earning.

However, the median bonus figures shows a dramatic swing from 23.4% in 2021 to -34.72% in 2022. This has been influenced by a very small % of the female workforce receiving significant bonuses throughout the year.

The number of females in the Upper quartiles has increased by 2.6%, however there has also been an increase in the lower quartile of 6.8%. The male percentages remain broadly similar in the Upper, Upper Middle and Lower Middle quartiles but the Lower quartile has seen an increase of 6.8%. This has been influenced by the increase in staff numbers has in the main been in the lower quartile pay range.



Our objectives remain the same as previous years and we anticipate that any significant results from these will only be evident in future years, they are as follows:

  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.

  3. We will continue to review bonus structures for all roles to ensure that earning opportunity is fair and consistent for all. This may potentially mean an increase in basic salary for more roles across the business with less reliance on bonus / commissions earnings.


I confirm that the Mon Motors Group are committed to the principle of gender pay equality and has prepared its 2022 gender pay gap results in line with mandatory requirements.

Roger Moore
Group Finance & Commercial Director March 2023