Gulfstream Aerospace Limited Gender Pay Gap Report 2018

Employers in the U.K. with 250 or more employees are required to publish a gender pay gap report under The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. The Regulations require employers to carry out certain calculations to show the difference between male and female earnings across the organisation. The information in our report is based on data collected during April 2018. We have set out below our gender pay gap information.

Gulfstream Aerospace Limited provides service support for the world’s finest business aircraft. A culture of inclusion is vital for our business and for our diverse customer base. We are committed to working to reduce or eliminate any pay gap that exists.

Gender pay gap reporting is a critical step in our plans to recruit and develop a diverse workforce. There are six key metrics that are necessary under the rules on gender pay gap reports. These are:

  • Mean gender pay gap
  • Median gender pay gap
  • Mean bonus gender pay gap
  • Median bonus gender pay gap
  • Proportion of males and proportion of females paid a bonus payment
  • Proportion of males and females in each pay quartile

Pay Gap

Women's hourly rate is
26% lower (mean)
21% lower (median)

Pay Quartiles

Top quartile
98% men
2% women

Upper Middle quartile
90% men
10% women

Lower Middle quartile
80% men
20% women

Lower quartile
69% men
31% women

Bonus Pay

Women's bonus pay is
84% lower (mean)
22% lower (median)

Who received bonus pay
98% men
93% women

Our pay gap analysis results suggest to us that men and women are paid equally for doing equivalent jobs. Our mean pay gap is aligned to the mean pay gap for the U.K. fitting and instrument-making trades (25.2); however, U.K. data specific to the subcategory of aircraft maintenance and repair trades was unavailable. In common with many in the aviation maintenance industry, we employ a predominantly male population (84%).

Our analysis suggests that our gap (pay and bonus) is primarily due to the distribution of men and women within different types of jobs. As an example, a higher proportion of our skilled trade jobs are held by men while women are more represented in support roles such as customer service, accounts and administrative roles. This distribution currently reflects the national workforce. As well as paying more, the skilled trades jobs have more potential for additional pay in the form of license incentives and shift premiums. Because our annual bonus is calculated as a fixed percentage, the lower paying positions will tend to receive a smaller total bonus payment, since a small number of employees commissions are paid as an incentive.

The industry faces challenges when attempting to recruit women into skilled trade roles due to an underrepresentation of women choosing to study the necessary courses required for skilled trade jobs. To address this at the company level, we will continue to support the skill development of women through our tuition reimbursement program, and we are continually looking at further strategies to improve female representation in the longer term.

The data in this report has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and the information provided in this report is accurate.