Goodyear Tyres UK Limited Gender Pay Gap Report 2022

Gender Pay Narrative

OUR INTRODUCTION

Goodyear is an Equal Pay Employer. We, as part of the Global Goodyer Organisation, are committed to building a diverse workforce and creating a work environment where talent is recognized and rewarded – regardless of gender.

In this report we outline our gender pay gap figures, identify the reasons behind any pay differences and our plans to support closing any gaps. The data contained in this report is derived using the snapshot date of the 5th of April 2022, and we confirm that the data reported is accurate and in line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

OUR BASELINE

At the snapshot date, Goodyear Tyres UK Ltd employed 452 Associates across our Birmingham Head Office location, our national Truckforce Hub network and field-based positions.

Overall, our employees as of this date comprised of 378 males and 74 females.

OUR FINDINGS

PROPORTION OF MALES & FEMALES IN EACH QUARTILE BAND

MEAN & MEDIAN PAY GAP

The mean gender pay gap, using hourly pay is -4%, meaning that women are paid 4% more than their male counterparts at Goodyear Tyres UK Ltd as at the snapshot date.

When comparing median pay, the gender pay gap is -11.5%.

The gender pay gap at Goodyear Tyres UK ltd is influenced by the following:

a)       All of our hourly-paid Truckforce technician (tyre fitter) population are male, with approximately 80% of this grouping located in the lower and lower middle quartile ranges

b)      That whilst a higher proportion of our Senior Leadership roles based from the UK are male, and are based in the Upper Quartile pay range, in 2022 we hired, and promoted, more females into key operational and leadership positions in the UK than males

c)     For the first time since reporting Gender Pay Gap data for Goodyear Tyres UK ltd, the upper pay quartile sees the highest percentage of females, compared with the other pay quartiles (21.2% female).

As outlined above, the gender pay gap at Goodyear Tyres UK ltd is influenced by our Truckforce business, with more than 50% of our Associates at Goodyear Tyres UK Ltd comprising of our hourly-paid Truckforce technician (tyre fitter), with approximately 80% of this grouping located in the lower and lower middle quartile ranges.

However, in comparison to the 2021 snapshot data, which saw a mean pay gap of 1.6%, there have been more new hires into the UK organisation that are female, as well as internal promotions of females (26%) into key leadership roles as part of our ongoing commitment to closing the gap outlined in our 2021 narrative.

BONUS PAY GAP

In relation to the comparison of bonus payments, 87.84% of women earned a bonus compared to 85.71% of men.

In 2022, the bonus pay gap between genders has continued to reduce, in line with the trend from previous years. Since 2019, Goodyear Tyres UK Ltd has reduced the mean bonus gap from 51.5% - a 32% reduction in 3 years. This is a direct result of our commitment to championing the career progression of females within our organisation and practically facilitating this through robust family-friendly policies, hybrid working schedules and Diversity & Inclusion training for all leaders, resulting the increased number of females at senior leadership roles.

 

The reasons for the continued closing of the bonus pay gap, alongside the negative median bonus gap in 2022 are as follows:

a)     Our bonus payments are structured as a percentage of annual salary – both elements of which are determined by job grades. Proportionately, there are a higher number of male associates at these higher grades and higher pay quartiles, and thus earn higher bonus values.

b)     There has been an increase in females in leadership positions in higher job grades - and with bonus pay linked to job grades, we have seen larger bonus values paid to females in 2022.

c)     There have been departures of males in leadership and management positions, and thus higher pay grades, within the organisation

d)     We have continued to increase the number of females within our sales teams, increasing the number of females receiving a bonus and thus influencing the negative median bonus gap.

 

We do not believe that there is a gender bias in our approach to bonus pay, especially when considering that the proportion of women and men receiving a bonus is roughly the same and our bonus structure is linked to pay grade. We also recognize that like many of our comparable automotive and manufacturing industry competitor organisations, our industry attracts more males than females.  However – we know that there is still work to do, and we outline our commitments to closing this gap, below.



OUR ONGOING COMMITMENT TO CLOSING THE GAP

We are confident that our Associates, regardless of gender, are paid equally for doing equivalent roles throughout the Goodyear UK organisation, and beyond. We are committed to attracting, retaining, and developing female talent, and achieve a gender balance at all levels of our organization.


In 2022, Goodyear Tyres UK Ltd successfully launched the UK & Ireland branch of the Goodyear Women’s network, a network of global Associates and Allies who come together to support the further advancement of female career development within Goodyear, promote gender diversity - especially at leadership levels - and provide opportunities to attract, motivate and retain women at Goodyear.  

In our 2021 report, we commented that we hope to see this network support the closing of the gender pay gap in our UK organisation. In 2022, 51% of our female Associates have registered as members, and the network has achieved remarkable success, including the launch of our Menopause Policy, held dedicated sessions on increasing confidence, executive presence, and career planning, as well as taking part in the campaign to #EmbraceEquity as part of International Women’s Day.



We recognise that to continue to promote women internally into key roles, a clear reason for the narrowing of our Gender Pay Gap across hourly and bonus pay, we need to attract more women into our industry – and retain them. We are therefore excited to launch the Wingfoot Women programme in EMEA in 2023, providing mentoring and coaching opportunities for women in EMEA, as well as networking opportunities and exposure to European leadership during feedback sessions.

In addition, we will continue to place a focus on providing diverse slates in recruitment shortlisting for all roles, with a particular focus for executive and leadership positions, as well as continuing to invest in a series of family friendly and flexible working policies. We want to facilitate all Associates to strike the right balance between their personal life and their career development – and to make Goodyear Tyres UK Ltd an employer of choice for the long term.

We remain committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We have a clear policy of paying employees equally for the same or equivalent work, regardless of their sex (or any other characteristic set out above). 

As such, we:

  • Evaluate job roles and pay grades within a fair pay grade structure
  • Carry out pay and benefits audits at regular intervals;
  • Have clear processes and approvals in place for any pay reviews
  • Provide regular anti-discrimination training for all managers and other staff members who are involved in pay reviews

We are confident that the information contained in this report is accurate, and compliant with the  Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. 



Laura Clarke

Head of HR UK & Ireland