BIBBY OFFSHORE LIMITED Gender Pay Gap Report

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BIBBY OFFSHORE

2017 GENDER PAY GAP REPORT

Bibby Offshore Limited (BOL) are committed to ensuring that all colleagues are treated with fairness, equality and we do not discriminate against or treat colleagues less favourably in any way on the grounds of a protected characteristic, inclusive of gender. We are dedicated to decreasing our gender pay gap and actively encourage women to progress into senior roles within the organisation.

From April 2017, in line with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 all organisations that employ over 250 employees as of 5th April 2017 (snapshot date) are required to annually report their gender pay gap.

The gender pay gap is an equality measure that indicates the difference in average earnings between men and women. Equal pay on the other hand, means that men and women performing the same role must receive equal pay as set out in the Equality Act 2010. BOL have carried out reviews, and the Company has already addressed any pay inconsistencies between men and women performing the same role. It is important to understand the difference between these two regulations, and it should be noted that this report is based on BOL’s gender pay gap.

The UK gender pay gap is currently 18.1%, the lowest it has ever been Source: - (Gov.Uk 2016). A positive percentage figure typically reveals that women have lower pay or bonuses than men.

How this has been calculated can be found in Appendix 1: Calculations.

Howard Woodcock Chief Executive

I confirm that Bibby Offshore Limited is committed to addressing gender pay equality and has prepared the 2017 gender pay gap results in line with mandatory requirements.

For and on behalf of Bibby Offshore Limited

Howard WoodcockChairman

Difference between men and women

Mean Median

Hourly pay 26.2% 30.6%

Bonus Pay 59.3% 53.4%

Mean & Median Gender Pay & Mean & Median Bonus Gender Gap

The data contained within this report is based on 172 men and 98 women actively employed by BOL on 5th April 2017.

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Key Findings

Analysis of hourly pay (inclusive of car allowance, where applicable) indicates a gender pay gap of 26.2% in favour of men. This is comparable with the Energy sector’s mean gender pay gap of 26.3% Source: - (Pinsent Masons 2017).

In addition to the mean, companies are also required to report the median gender pay gap. Median averages are valuable for indicating what the typical situation is i.e. the middle value of an organisation which means the data is not distorted by very large or small pay rates. The median gender pay gap is 30.6%.

Analysis of bonus pay indicates a gender pay gap of 59.3%, therefore favouring men. It should be noted that bonus pay is linked to salary, and therefore as long as a gender pay gap exists so will bonus.

Proportion of men and women awarded a bonus in 2016

100% of eligible men and women were awarded a bonus in 2016.

The Company has an all staff discretionary bonus scheme, however, the scheme was suspended for all employees in 2016 due to the market downturn. The Company also had a Performance Unit Plan (PUP) for key Senior Managers employed by BOL. Both male and females who were eligible for payment under this scheme in 2016 were awarded payment which related to the Company’s 2013-2015 growth and performance. This scheme is now closed down.

The proportion of men and women in each quartile pay band

The below chart illustrates the gender distribution at BOL across four equally sized (or as close to) quartiles, each containing the following:

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Findings indicate that there are more women in roles which fall into the lower and lower middle quartiles and more men in roles which

fall into the upper middle and upper quartiles.

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Key Contributing Factors

49.6% of BOL’s workforce are employed in Technical Engineering roles which typically attract higher salaries due to specialised skillsets. In BOL, the majority of these roles are heavily dominated by males (91%), and this is consistent with the rest of the industry as according to the Women’s Engineering Society (2017), only 9% of the UK engineering workforce is female.

73.24% of Senior and Leadership roles are held by males.

88.24% of Clerical/ Support roles are dominated by females and these roles are typically lower paid.

The Company carried out gender pay gap education sessions with all Line Managers at BOL, during which employees were encouraged to submit suggestions on how to close the gap. The Company are now considering these suggestions and continue to encourage all employees to put forward suggestions at any time.

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Appendix 1: Calculations

Hourly Pay Calculation

In line with guidance, hourly pay for a full-time employee who works 5 days/35 hours per week has been calculated based on there being 7 days in a week and 30.44 days in a month. If an employee works part-time, this is pro-rated. The below examples demonstrate these calculations.

• Full Time Employee (£25,000 ÷ 12) x (7 ÷ 30.44) ÷ 35 = £13.69

• Part Time Employee (4 days/28 hours per week) (£25,000 ÷ 12) x (5.6 ÷ 24.35) ÷ 28= £17.11

If an employee is eligible to receive a car allowance, this has been calculated in the same manner and added to the employee’s hourly rate of pay

Mean Gender Pay Gap

Difference between the mean hourly rate of pay that men and women receive

A-B/A x 100

A is the mean hourly rate of pay of all male full-pay relevant employees. B is the mean hourly rate of pay of all female full-pay relevant employees. The result is expressed as a percentage.

3 Median Gender Pay Gap

Difference between the median hourly rate of pay that men and women receive

A-B/A x 100

A is the median hourly rate of pay of all male full-pay relevant employees. B is the median hourly rate of pay of all female full-pay relevant employees. The result is expressed as a percentage.

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Bonus Proportions

Median Bonus Gender Pay Gap

Difference between the median bonus pay that men and women receive

A-B/A x 100

A is the median bonus pay of all male relevant employees who were paid bonus pay during the 12 month period ending with the snapshot date. B is the median bonus pay of all female relevant employees who were paid bonus pay during the 12 month period ending with the snapshot date.

Male and female employees who were not paid bonus pay during the 12 month period ending with the snapshot date are not included. The result is expressed as a percentage.

Proportion of men and women who were paid any amount of bonus pay

This is a two part calculation. The first part of the calculation is:

A/B x 100

A is the number of male relevant employees who were paid bonus pay during the 12 month period ending with the snapshot date. B is the number of male relevant employees. The result is expressed as a percentage.

The second part of the calculation is:

C/D x 100

C is the number of female relevant employees who were paid bonus pay during the 12 month period ending with the snapshot date. D is the number of female relevant employees. The result is expressed as a percentage.

4 Mean Bonus Gender Pay Gap

Difference between the mean bonus pay that men and women receive

A-B/A x 100

A is the mean bonus pay of all male relevant employees who were paid bonus pay during the 12 month period ending with the snapshot date. B is the mean bonus pay of all female relevant employees who were paid bonus pay during the 12 month period ending with the snapshot date.

Male and female employees who were not paid bonus pay during the 12 month period ending with the snapshot date are not included. The result is expressed as a percentage.

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7 Quartile Pay Bands

Proportion of male and female employees in the lower, lower middle, upper middle and upper quartile bands

There are 4 steps to complete this calculation:

Step 1- Rank all male and female full-pay relevant employees from the lowest to highest hourly rate of pay

Step 2- Divide this list into four quartiles with an equal number (or as close to) of employees in each section

Step 3- Check the distribution of employees on the same hourly rate and split males and females as evenly as possible

A is the number of male full-pay relevant employees in the quartile. B is the number of female full-pay relevant employees in the quartile. C is the total number of employees in the quartile. The result is expressed as a percentage.

The first calculation is:

A/C x 100

The Second calculation is:

B/C x 100