Gender Pay


Here at AGA Print we are committed to ensuring a fair, diverse and inclusive work place for all our employees. Not only does a healthy working environment promote employee engagement but in turn delivers a high-quality service to our customers.

We are dedicated to ensuring the gender pay gap is monitored and improved upon to uphold our values and compete with our competitors within an ever-growing competitive industry.

Below is our summary for the 2020 Gender Pay Report, providing steps we are taking as a business to address gaps across our Company.

Key Data 

Facts behind the data

AGA Print Ltd gender pay results for 2020 have seen a fair improvement across all criteria. We are particularly proud of the results for our mean and median bonus pay gap which has seen a significant increase for our females of the business.

In the past year, we have focused on looking at pay reviews and bringing those who have been out of a salary banding for their role up to the correct pay amount regardless of gender.

That's why the results have not been driven by pay inequality as men and women in the same job function are paid equally.

The main reasons for the results are:

  1. Significant difference in total proportions of males to females across the business, 84% / 16%.
  2. Again, a lower proportion of women in production roles, which are the main function for the business.
  3. There are a higher proportion of women in our office support/ sales & customer service roles which typically command a lower salary banding.
  4. Even though males do earn more than females, the bonus ratio shows women receiving a higher bonus than men.

Whats the plan?

AGA Print Ltd will look to reduce our Gender Pay Cap with the following action points:

  • Encourage our women into production roles
  • Continue to monitor the salary bandings in all roles across the business to ensure fair comparison of salaries between males and females
  • Look at annual salary review

I confirm that AGA Print Ltd's gender pay calculations are accurate and meet the requirement of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Simon Cooper
Managing Director