With more than 200 years of history allied with innovation, County Linen delivers high standard linen and professional workwear for industries, operating across Essex, London, Surrey, Kent, Suffolk, Sussex and it's surrounding areas. As a leading textile rental operator in the UK, we provide flexible and reliable services tailored to suit the needs of business in a simple and efficient method.

What is the Gender Pay Gap?
A gender pay gap is a measure of the difference in the average pay of men and women -regardless of the nature of their work -across an entire organisation, business sector, industry or the economy as a whole. It can be driven by the different number of men and women across all roles.

What is Equal Pay?
The gender pay gap is different from an equal pay comparison, which would involve direct comparison of two people or groups of people carrying out the same, similar or equivalent job. The audit is not simply a data collection exercise. It entails a commitment to put right any pay inequalities. For both males and females, the essential features that have been analysed in this report are the base hourly full pay rates and bonus payments for all relevant employees.

The outcomes provided through our analysis highlight:
• The differences in mean hourly pay
• The differences in median hourly pay
• The differences in bonus payments
• The distribution of bonuses to male and female employees
• The percentage of male and female employees in each hourly rate quartile.

How are the Median Gaps Calculated?
Using the calculations set out in the gender pay gap reporting regulations, we have taken pay data for relevant roles from the entire business which includes many different roles that bring a variety of rates of pay. Imagine if all employees stood in two lines (male and female) in order of lowest hourly rate of pay to highest. The median gender pay gap is the difference in pay between the female employee in the middle of their line and the male employee in the middle of their line.
How are the Mean Gaps Calculated?
The mean gender pay gap shows the difference in average hourly rate of pay between men and women. This is also affected by the different numbers of men and women in different roles.

Bonus Payment Calculations
Bonus pay includes any additional pay relating to profit sharing, productivity or performance, when in the form of money or vouchers. Both median and mean calculations are carried out when comparing bonus pay over a twelve month period. The proportion of men and women awarded any bonus pay over that period is also reported.
How are the Pay Quartiles Calculated?
As part of the gender pay report, we also show the percentage of men and women in each pay quartile. Quartiles are calculated by listing the rates of pay for each employee across the business from lowest to highest, before splitting the list into four equal-sized groups and calculating the percentage of males and females in each.

What’s Included in our Calculations?
Calculations of mean and median pay and of quartile pay bands are based on data from April 2018 only, including ordinary pay and bonus pay. Ordinary pay is not limited to basic pay, but also includes other types of pay such as pay for leave and shift premium pay. It doesn’t include pay for overtime, pay relating to redundancy/ termination of employment, pay in lieu of leave or the value of benefits which are not in the form of money.

Summary
• The mean hourly full pay gap is 7.4% in favour of males; and the median hourly full pay gap is zero.
• The mean bonus pay gap is 45.5%; and median bonus pay gap is 32.9%, both in favour of males.
• 6.9% of relevant males and 9.7% of relevant females received a bonus payment in the twelve months preceding the snapshot date.