Established in 2017, GRIDSERVE is on a mission to make EV easy for all, supporting the transition to electric vehicles. From less than 20 people then, our workforce grown substantially in recent years and has become a market leader in on-the-go EV charging. This is GRIDSERVE’s first Gender Pay Gap report as we briefly passed the 250- employee mark in 2024. Gender Pay Gap is an important snapshot to help measure, assess and action any average pay difference between men and women across roles within the organisation.
It is different from equal pay, which considers pay differences between men and women who carry out the same jobs. GRIDSERVE is committed to 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 anything else listed above).
The data in this report is based on a snapshot of base pay on 5th April 2024 and any bonus awards received in the twelve months prior to this date. Our female workforce represents 31.5% of our total workforce. Our median base pay is lower for female employees at 35.48% compared to male employees. A higher proportion of our female employees are represented in the lower quartile levels of base pay than in the higher quartile levels. Our median bonus gender pay gap is 30.74%.
The proportion of male employees receiving a bonus is 55% and the proportion of female employees receiving a bonus is 91%. However, due to the changes in the business at the time, this snapshot data misrepresents the bonus pay gap reality. A bonus was awarded to all employees, however not all employees included in April 2024 payroll had long enough tenure to be eligible for this bonus.
We recognise that there is much room for improvement, and we are not happy with our gender pay gap. We are committed to doing everything we can to reduce the gap, whilst recognising that this is a difficult task. The Electric Vehicle (EV) industry is heavily male dominated, and it can be difficult to attract female applicants to apply for some roles specifically in engineering-based and construction roles. We have a role in encouraging more females to apply for these traditionally male-dominated roles. We recognise that improvements in this area will take time and effort.
We also know that having senior female role models can help inspire and support growth opportunities for women into senior position. These senior roles also attract larger salaries and therefore, drive an imbalance in the gender pay gap figures. In the Executive Committee team, on the snapshot date of April 5, 2024, we had no female employees filling these positions. The female population at this level is now increasing, however, we recognise this needs continued focus.
We have taken some steps to promote gender diversity. To celebrate International Women’s Day 2024, GRIDSERVE’s internal communications team posted an intranet article championing diversity and inclusion, not only on International Women’s Day, but on a daily basis throughout the business, sharing multiple resources for employees to engage with to enhance skills, foster leadership qualities, provide opportunities for career growth and highlight some of the barriers and challenges that women face in today’s broader workplace. It was also discussed how supporting a diverse and inclusive workplace can help GRIDSERVE.
By themselves, none of these initiatives will remove the gender pay gap – and it may be several years before some have any impact at all. In the meantime, we will continue to monitor the progress that we’re making. Right now, we have plans to carry out the following changes over the coming year:
- Implement a HR System which will enable the organisation in the longer term to fully evaluate the compensation and benefits structure across all employees and ensure where appropriate gender pay gaps in compensation are addressed.
- Realign recruitment to address the gender balance across all levels of the company. This includes, but is not limited to, updating our job adverts and considering platforms used to advertise our roles.
- Launch an employee forum to provide employees with a platform to share their perspectives and ideas. A diverse forum population would allow for balanced opinions to be presented, helping to create a more balanced culture.
I, Helene Murphy, Chief Human Resources Officer, confirm that the information in this statement is accurate.
03.04.2025