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Gender Pay Report

CMP is a business that is underpinned by its core values and the belief that anyone can equally contribute and make a difference to our business regardless of an individual’s diversity, including gender.


As an employer of over 250 employees, CMP are required to report and publish its findings on Gender Pay in line with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

The findings outlined below are as of the ‘snapshot’ date of 5th April 2017 as required under the reporting guidelines.


1. Mean gender pay gap in hourly pay:

  • Males are paid on average 21.7% more than females

2. Mean gender pay gap in hourly pay:

  • The middle male is paid 19.5% more than the middle female

3. Mean bonus gender pay gap:

  • For females that receive a bonus they are paid on average 31.7% more bonus than males that receive a bonus

4. Median bonus gender pay gap:

  • The middle female that receive a bonus is paid 55.7% more bonus than the middle male that receives a bonus

5. Proportion of males and females that receive a bonus payment:

  • 5.9% of males and 5.0% of females receive a bonus

6. Proportion of males and females in each pay quartile:

  • Upper quartile 95.5% male; 4.5% female
  • 2nd quartile 88.1% male; 11.9% female
  • 3rd quartile 82.1% male; 17.9% female
  • Lower quartile 76.5% male; 23.5% female

Response to the findings

A large proportion of our workforce are time served, skilled machinist and engineers, which in the whole are male.  To address this we are proactive in schools, colleges and university to attract a more diverse workforce into these areas of our business through our well recognised apprenticeship scheme.  Our ratio is 16% females to male across our business; however this increases to 40% female to male ratio out of the direct manufacturing environment.

Due to the higher male workforce across the business this shows that males are paid 21.7% higher than females.  As highlighted above a vast majority of our workforce are time served skilled machinist and engineers which due to their experience and level of training typically attract a higher level of pay.

Where we have females in comparative roles such as sales, marketing and commercial we are can confirm they are paid in comparison to a male peer both in hourly rate and bonus structure, providing the job is eligible for a bonus.

Where a job attracts a bonus it is paid upon two factors; individual contribution and overall company performance.   Providing the job is entitled to participate in the company bonus scheme both males and females have the same opportunity to achieve bonus based on their contribution to the factors above regardless of gender.

Whilst we are a diverse business with global operations we recognise that the outcome of our reporting is driven by the wider impact of attracting females into STEM jobs that many manufacturing and engineering companies are also challenged with.  We will continue to drive our recruitment across a broad spectrum to attract a more diverse workforce and continue with our efforts to bring more females into manufacturing and engineering careers through our work with schools, colleges and universities.