Advanced Medical Solutions
Gender Pay Report
Ensuring opportunities for All
AMS believes in being an inclusive and diverse employer, where individuals are provided opportunities to develop and reach their full potential.
Pay and Bonus Gap
| 2021 | 2022 | |||
|---|---|---|---|---|
| Mean | Median | Mean | Median | |
| Gender pay gap | 33.8% | 20.7% | 36.3% | 20.6% |
| Gender bonus gap | 39.3% | -100.0% | 148.3% | 1.9% |
| Gender bonus gap (excluding shares) | 3.0% | 0.0% | 3.7% | 0.0% |
The above table shows our mean and median gender at the snapshot date (i.e. 6 April 2022) within AMS Ltd. Our disclosable mean pay gap of 36.3% (2021: 33.8%) is broadly consistent with the previous year with minor changes in the structural profile of employees within the Company. Our analysis of our gender gap tells us this gap is largely driven by the fact that women hold fewer senior positions than men. Women made up 44% (2021: 44%) of our overall workforce on the snapshot date, compared to 33% (2021: 35%) of women in the upper quartile for pay. Our analysis suggests that when we adjust for this structural issue, our mean pay gap changes to 4.0% (2021: 7.3%), which can be explained by time in role or skill-set factors. The relevant bonus period is the period from 6th April 2021 – 5th April 2022 and therefore the bonus included in these calculations is the bonus paid in April 2021. This bonus related to a period when the financial performance of the Company had been significantly affected by the Covid-19 pandemic and as a result the Company was not in a position to pay a bonus to employees under its conventional bonus schemes. Instead a fixed bonus of £1,000 was paid to staff who were required to attend sites on a regular basis during the relevant period and £750 was paid to those able to predominately work from home. Employees with a limited service period or those employees on the Senior Management Team did not receive the fixed bonus. Our bonus gap is impacted by share exercises made by employees. These exercises relate to options granted over a number of previous years and, as such, is not representative of the bonus earned in the year. Individuals have discretion on the timing as to when to exercise their share incentives. Any share incentives that vested but were not exercised are not included in this calculation. When we adjust for this factor, and exclude the impact of share exercises, our mean bonus gap drops to 3.7% (2021: 3.0%). All employees have an opportunity to partake in Company share ownership schemes. The median bonus gap is relatively limited at 1.9%.
Proportion of employees receiving a bonus
Pay Quartiles
The below chart illustrates the gender distribution across AMS Ltd in four equally sized quartiles.
| 2021 | 2022 | |||
|---|---|---|---|---|
| Quartile | Male | Female | Male | Female |
| Upper | 65% | 35% | 67% | 33% |
| Upper Middle | 59% | 41% | 55% | 45% |
| Lower Middle | 55% | 45% | 57% | 43% |
| Lower | 45% | 55% | 45% | 55% |
As a responsible employer we are committed to addressing diversity and are approaching this in a number of ways to promote and attract more senior candidates. This includes flexible working (including job sharing, part-time working, flexitime, career break, home working), development opportunities (sponsorship of further education, coaching and mentoring, personal development plans) and our recruitment processes (attraction of diverse talent pools).
We are confident that men and women are paid equally for doing equivalent jobs across the business.
Our Gender Pay Gap figures have been calculated using the methodology provided in the gender pay gap reporting legislation; The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. I confirm that these figures have been verified and checked to ensure accuracy.
We are confident that men and women have an equal opportunity to earn a bonus.
Eddie Johnson, Chief Financial Officer