Gender Pay Gap Report – 2024 

This is the third year FSW Ltd has produced our Gender Pay Gap Report and we are pleased to confirm that whilst we continue to operate in a historically male dominated industry this year’s report shows a decrease in the difference in our Gender Pay Gap. The Gender Pay Gap is the difference between the average hourly rate of pay between our male and female employees across the organisation. 

At our snapshot date in 2024 we employed 290 employees an increase from 271 in the previous year. Of these 290 employees, 69% are male and 31% are female. Our senior management gender split remains at 83% to 17% respectively. 

The following report outlines our progress from last year’s report and identifies the measures we’ve put into place to keep moving forward and to reduce the gender pay gap within the business. 

As an apprentice levy paying organisation, we continue to recruit apprentices and have an increased number of employees upskilling their knowledge via the levy at all levels within the business. 

Alongside this we ensure all employees upskill and remain legally compliant via a variety of different courses both online and face to face to ensure everyone has the opportunity for continuous development both on a personal and career level. 

We are committed to improving our gender reporting and whilst this won’t happen overnight, we will continue to encourage the successful recruitment, training and promotion of females within the business. Indeed, since our snapshot date of 5 April 2024 we have successfully recruited and / or promoted female colleagues into more supervisory and senior roles which we expect will be reflected in next year’s gender pay gap report. 

Gender Pay Gap

The mean gender pay gap has reduced to 11.01% (down from 27.05% last year), which shows that during this period, for every £1 a male earned, a female colleague earned 90p. This can be seen in the salary quartile table below, where in both the Top and Upper Middle quartiles, the female percentage has increased, colleagues’ work from last year, and has reduced in the lower middle and lower quartiles. 

Using the median calculation for the gender pay gap rules our median is now 0.45% (down from 6.03% last year). 

Salary Quartiles

Quartile	Male %	Female %
Top	83	17
Upper Middle	55	45
Lower Middle	57	43
Lower	82	18

Gender Bonus Gap

Fridge Spares Wholesale Ltd generally operates incentive bonus schemes on profit centres or in roles where agreed objectives have been met. These types of roles are historically held by male employees, however we are recruiting or promoting female employees into roles that may have traditionally been held by male colleagues and this has resulted in the percentage of male employees who were eligible to receive a bonus reducing from 89% in 2023 to 85% in 2024, for our female employees it increased from 11% to 15%. 

There has been a change in the bonus pay gap. The mean bonus pay gap between male and female employees is 63.62% (last year it was 50.79%) 

Going Forward

▪ We will continue to advertise roles internally within the business to ensure all can
progress with the business.

▪ Piloting an applicant tracking system to modernise the recruitment process and to
avoid any unconscious bias in the selection process.

▪ Reviewing our pay structure regularly and benchmarking with roles both
internally and external to the business.

▪ We have created and will continue to develop an FSW Aspire Academy which
provides training for all levels within the company and identifies potential managers
and leaders within the business.

▪ Continue to offer apprenticeship roles as both new positions and as development
opportunities for all within the business.

▪ Continue to review flexible working requests and challenge managers to look at new
and/or different ways of working.

▪ We continue to provide an Employee Benefits Platform that provides support, advice, and guidance along with additional benefits such as cycle to work, retail discounts, private and everyday health cover, financial well-being, and our internal reward and recognition platform. 

Helen Pursehouse
People & Development Manager

This statement confirms that the data reported is accurate.