We know that in order to attract and retain the very best people we must build a sustainable business that is committed to equal opportunities for all. Our people are fully supported by the business.
Gender Pay Gap Report 2024
As at 5th April 2024, for period April 2023-April 2024 – Reported March 2025
Introduction
This report sets out the gender pay gap statistics as at 5th April 2024.
Our Results
Our statistics are as follows: –
Our Statistics Reviewed
Seras remains a male dominated workplace within our operational roles; our gender pay gaps are calculated from 47 female colleagues, an increase of 12 on the previous year, with a headcount of 280 employees, up 1 from the previous reporting date.
We have a small number of female colleagues working within our operational roles as Drivers and Site Operatives. We have a large number of Drivers, 2 of whom are female, 1 Transport Manager and 7 within site operations (administration and operational), an uplift of 1 from the previous year.
Our driver roles are paid at a competitive rate, and this therefore impacts on the median pay gap. Many of the remaining female colleagues work within junior administration roles and mid-range management. Within the senior leadership team 44% of the overall team are female, within department head roles.
Over 58% of our drivers are Trampers (drivers), meaning they work away from home for the week, working, living and sleeping in their vehicles. We recognise that this is a less attractive proposition for female drivers when considering potential safety concerns, transportation infrastructure and taking into account that females often have caring responsibilities.
We see a reduction in the number of female colleagues now eligible for bonus payments, this is due to the increase in females in the business. However, there is a slight reduction in females eligible for bonus, and an increase in males eligible for bonus. Therefore, there is an increase in female colleagues who now fall into the lower mid-quartile bracket.
Further Analysis
This chart demonstrates that we have over representation of male colleagues in our tramper driver, day drivers and site operations roles. Female colleagues are over represented in the HR and Procurement teams, however there is a more even distribution within the Continuous Improvement team for this reporting period
Next Steps
Over the coming year we will continue to work towards recruiting more women into our day driver and site operational roles, recognising as previously discussed that our Tramper Driver roles are not as attractive to many women. We will continue to focus on the development of women within our existing business, through training and development, apprenticeships and as recruitment opportunities allow. This has already commenced with the introduction of the ’Women In Leadership’, L3 and L5 Apprenticeship programmes.
Looking to the future we will continue to look to develop our strategy to support women in leadership and work to develop relationships with educational colleges and schools to promote the benefits of career opportunities within a renewables and logistics environment.
We are committed to ensuring that both male and female colleagues are paid fairly for fulfilling the same and/or similar roles within the business. We are a National Living Wage employer, recognising that more females operate in less senior administrative roles. We support female colleagues throughout our business and will continue to evolve our policies and procedures to expand our training & development opportunities, and promote and develop women into leadership roles, or into under-represented areas within our business.
I confirm that these statistics are accurate
March 2025