GENDER PAY GAP REPORT

2018

WHAT IS THE GENDER PAY GAP?

This document is ABP’s (Associated British Ports) report for the UK’s new gender pay reporting requirements. The gender pay gap shows the difference in the average pay between all men and women in the workforce. It is important to note that this is not the same as equal pay, which is that men and women doing the same job should be paid the same, which is already a UK legal requirement.

As the UK’s leading port operator, we are committed to our Purpose of Keeping Britain Trading. We believe that the best way to achieve this is through having a workforce of skilled, diverse and committed individuals, who can work in an inclusive environment in which all our colleagues are valued and treated equally so they can perform at their best.

By increasing all kinds of diversity in our workforce, including gender, ethnicity, background, age and skill set, we believe we are giving our company and our people the greatest opportunity to be successful.

ABP DIVERSITY STATEMENT

ABP employee community

2106 total full-pay relevant employees

303 (14%)

1803 (86%)

Proportion of male and female employees receiving a bonus payment

95% 93%

Pay gap and bonus gap between ABP’s male and female employees

Mean Median

Pay gap 8% 12%

Bonus gap -10% 0%

Proportion of male and female employees according to quartile pay bands

87% 90%

79%

13% 10%

21%

Upper Upper Middle

Lower Middle Lower

87% 13%

ABP’s gender pay gap has a mean of 8% and a median of 12%. ABP’s gender bonus gap has a mean of -10% and a median of 0%. This means that the average male employee is paid 8% more than the average female employee. This increases to 12% if using the salary middle point (median). The results also show that the average female employee receives 10% more bonus pay than the average male employee if using the mean or that there is no bonus pay gap if using the salary middle point (median).

Explaining the Gender Pay Gap

Explanation of terms

Mean – a term for what is typically called ‘the average’.Median – if salaries are ordered from the lowest to the highest, the median is the middle salary (i.e. half of the employees in the company earn less than the median and half of them earn more).

WHAT MIGHT CAUSE ABP’S GENDER PAY GAP?

As the operator of 21 ports across the UK, we play an important role in our country’s maritime trading infrastructure. The majority of our jobs are in shift-based port operations and many are also STEM-based (Science, Technology, Engineering and Mathematics).

Historically, these positions have attracted more men, although we are making progress in encouraging more women to consider a career in the maritime industry.

Shift work and technical operating roles generally attract higher pay levels. Our legacy of more men in these roles is a major contributor to our current Gender Pay Gap.

“ABP has opened up career opportunities I would never have

thought of when I joined four years ago. I now work with a fantastic

team here in the South West focused on safely

driving performance and customer service. There are great opportunities

within the maritime industry and I would encourage anyone to

get involved.”

Sarah manages 106 colleagues at the

Humber International Terminal (HIT) in

Immingham.“My employees have

a brilliant camaraderie. Everyone works well

together and my team are proactive and

engaging, and we all keep each other going.”

“I have received extensive on the job training, as well as ABP supporting me

through a postgraduate degree to broaden my knowledge and

further developing my skills in Hydrography.

I am now leading the Hydrographic

department in Southampton and have started to see a definite shift from the historic

male-dominated marine industry and hope to

inspire other females to follow similar careers.”

“My team has built up strong relationships

with regional schools, universities and colleges to develop a partnered approach to an early

careers strategy. This is about kick-starting the talent pipeline from a

young age.”

Alex Chinchen Divisional Port Manager,

South West

Becky Conway Principal

Hydrographic Surveyor

Sarah West Head of Humber

International Terminal

Jane Spencer Head of HR,

Humber

ABP is committed to reducing its

gender pay gap

Demonstrating leadership commitment to reducing the gap and introducing

development and leadership programmes

for women Increasing female recruitment

particularly to male-dominated

roles

Ensuring transparent

career paths and

salary structures

are in place

Promoting work-life balance

Encouraging a greater take-up

of Shared Parental Leave

Launching new employee benefits that offer family

support

Integrating women into all areas of

the company

Implementing flexible working

options

Seeking support through government/non-

government initiatives set up to address gender

equality in the workplace

WHAT IS ABP DOING TO REDUCE ITS GENDER PAY GAP?

ABP is committed to reducing its gender pay gap and is actively:

“The apprentice scheme was such a good

opportunity that being one of few women in the department was never an

issue. I was always treated the same as everyone

one else, especially when it came time to pulling in

ships’ mooring lines at 3am in the rain. The move to VTS has been great and being the only woman in the team is not a problem

as everyone has a job to do and we work together to

ensure the safe navigation of all ships on the Humber.”

“Development opportunities which

allow me to expand my business skillset and career path are highly

commendable, but also important in recognising

my potential as an employee. Flexibility to manage my work and

life balance is helpful as I have a young family

and it dispels the myth that the port industry is

a man’s world.”

“I started working at the Hull Container Terminal at the end of 2016 and haven’t looked back. It was genuinely the best thing I’ve ever

done. I can now drive five different specialist vehicles and over the next few months, I’ll

even be learning how to drive a gantry crane.

Even though I’m the only female working the

machines, it doesn’t make a difference

to anyone and I can honestly say that I love

my job at ABP.”

“There are a number of challenges and

opportunities ahead as we continue on our change management programme. For me,

the priority is to ensure that everyone feels part of that journey and can see their contribution to making South Wales a high performing region

to be proud of.”

Lucy Walker VTS Operator

Louise KnowlesPort Operative,

Hull Container Terminal

Benedicta Moxon Business Manager

Steph Phillips Head of HR, South Wales

Kay Penney HR Director

Pay data for UK employees from the ‘pay’ period including 5 April 2017 (i.e. payments made in the month of April 2017), as specified by the UK regulations. The pay calculations are based on full-pay relevant employees total

pay received in the month of April 2017. Actual bonus payments for UK employees made in the 12 months prior to the 5 April 2017, as specified by the UK regulations. The bonus calculations are based on the company

bonus made in the 12 months to 5 April.

Associated British Ports, 25 Bedford Street, London, WC2E 9ES