Bailey Caravans Ltd is a Bristol-based family-owned business with over seventy years experience in leisure vehicle design.

As an employer we are required by law to carry out a Gender Pay Report under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

This involves carrying out six calculations that show the difference between the average earnings of men and women within our organisation at a snapshot in time.

The key figures for the reporting window (5th April 2017) when Bailey Caravans Ltd employed 469 people, of whom 61 were women, are as follows:

The difference in the mean pay of full-pay men and women

16%

The difference in the median pay of full-pay men and women

22.1%

The difference in mean bonus pay of men and women

42.9%

The difference in median bonus pay of men and women

39.6%

The proportion of men and women who received bonus pay

Men 88% and Women 85%

The proportion of full-pay men and women in each of the four quartile pay bands

Upper Quartile


Male 84.40% Female 12.60%

Upper Middle Quartile


Male 98.10% Female 1.90%

Lower Middle Quartile


Male 70.80% Female 25.20%

Lower Quartile


Male 84.40% Female 12.60%

We see this as a fair representation of our company’s development. Bailey sees itself as a progressive company who values all employees equally. We want to reward our staff fairly for the job they do, regardless of gender, and all of our processes and policies support this. However, we are aware that the nature of the work involved in our business means we have traditionally attracted more male than female employees.

This situation is changing with an increase of 22% of new employees joining the company over the past twelve months being female. Notwithstanding this fact the greater length of service of the male employees in general, and the senior management team in particular, means they have had the opportunity to attract higher salaries and bonus levels.

In summary, Bailey is therefore confident that its gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather its gender pay gap is the result of the roles in which men and women work at present within the organisation and the salaries that these roles attract.

Nick Howard

Managing Director, Bailey of Bristol