From 6 April 2017, companies with more than 250 employees are required by law to publish their gender pay information, covering pay and bonuses, showing the overall difference between the earnings of men and women. Gender pay differs from equal pay as it is concerned with the differences in pay between men and women irrespective of their role; whereas, equal pay deals with the pay differences between men and women who carry out the same or similar jobs.
The TUV SUD Group does not tolerate discrimination and is committed to fairness, respect, inclusion and equal opportunity and recognises the importance of diversity to its success. The following report provides information on the gender pay gap for TUV SUD Limited, provides an understanding of the gap and what we are doing to address it.
The table below shows our headline median and mean gender pay and bonus pay gap based on hourly rates of pay at the snapshot date of 5 April 2018, and bonuses paid in the year ending 5 April 2018.
TUV SUD Limited is committed to further reducing its gender pay gap and is progressing several actions:
I confirm that the gender pay gap calculations for TUV SUD Limited are accurate and meet the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
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