We use cookies to give you the best possible experience. You refine the data you’re happy for us to track. By using our site, you agree to our Privacy Policy

Your Privacy

When you visit any web site, it may store or retrieve information on your browser, mostly in the form of cookies. This information might be about you, your preferences or your device and is mostly used to make the site work as you expect it to. The information does not usually directly identify you, but it can give you a more personalised web experience.
Because we respect your right to privacy, you can choose not to allow some types of cookies. Click on the different category headings to find out more and change our default settings. However, blocking some types of cookies may impact your experience of the site and the services we are able to offer.

Strictly Necessary Cookies

These cookies are necessary for the website to function and cannot be switched off in our systems. They do not store any personally identifiable information. You can set your browser to block or alert you about these cookies, but some parts of the site will not then work.

The site needs these cookies

Analytical/Performance Cookies

These allow us to recognise and count the number of visitors and to see how visitors move around our website when they are using it. This helps us to improve the way our website works, for example, by ensuring that users are finding what they are looking for easily.

Performance Cookies

These cookies allow us to know which pages are the most and least popular and see how visitors move around the site.  All information collect is anonymous unless you provide personal information to us.
If you do not allow these cookies we will not know when you have visited our site, and will not be able to monitor its performance.

Functionality Cookies

These are used to recognise you when you come back to our website so that we can personalise our content for you.

Gender Pay Gap Report

The knowledge, experience and dedication to excellence embodied by Inchcape people in all fields of activity is the Company’s greatest asset. We believe that the workforce should be diverse and balanced, and our employees rewarded fairly for the role they play, regardless of gender.

During 2017 and early 2018, we reviewed and updated the pay and bonuses offered to some of our key roles, including Sales Executives and Technicians. As is common across the automotive industry, these roles are currently predominantly male and make up a considerable proportion of our workforce.

As a result of this review, base salaries were increased, and commissions/bonuses lowered. Whilst the ambition is to be an attractive and more diverse population, the short-term result of these changes has been that the pay gap has widened, whilst the change in bonuses for those in such roles were lower, meaning that the bonus gap has reduced.

For 2018, our mean gender pay gap is 12.6% and our median gender pay gap is 16.2%. Whilst this is less than the current national median average of 17.9%, we will continue to review our reward offering to ensure we become an increasingly inclusive and gender diverse business.

Gender Pay and Bonus Gap

Difference Between Men
and Women
 Gender Pay Gap 12.6% 16.2%
 Gender Bonus Gap  47.6% 57.1%

Proportion of employees receiving a bonus

Currently roles which have a bonus are mainly populated by males and those which do not provide bonuses are mainly populated by females, creating the wider gap in bonuses. This is common in the automotive sector where commissions are paid (which are included in the definition of bonus). Most sales executives and technicians (both commission-based roles) are male and most support staff (non-commission based roles) are female and this structure is typical in the automotive sector.

The data shows that our Gender Pay Gap is not an equal pay issue but down to the types of roles populated by males and females and the structure of the related reward offering.

Pay Band Quartiles

What we are doing to make a difference

We continue to be committed to closing the pay gap and becoming a more gender diverse business. Our approach of revised pay offering will help us attract candidates from sectors other than from automotive across all roles, with the view to becoming a more gender diverse organisation.

We will also continue to:

  • Remain involved in key forums such as the 30% automobile club which actively looks to reduce the pay gap in the sector;
  • Participate in an initiative - Speakers for Schools. As part of this, members of our UK executive team will speak in schools. The aim of this activity is to raise awareness of the industry and to promote and encourage more females to enter the automotive profession;
  • Examine labour flows and female progression within the business, putting in place development plans at entry into the organisation and fast-tracking progress as appropriate;
  • Request 50% female recruitment shortlists where appropriate; and 
  • Explicitly train all employees and build awareness on the topic of diversity and inclusion

Chief Executive Officer, Inchcape UK

Human Resources Director, Inchcape UK

Download our 2018 gender pay gap statement as a PDF
Download our 2017 gender pay gap statement as a PDF