Gender Pay Gap Report - 2024 - 2025

The Gender Pay Gap reporting regulations require all employers with more than 250 employees in the UK to report their gender pay gap. The 5th April 2025 is the snapshot date at which our figures were taken. At this time, we employed over 800 employees across our dealerships and Head Office.

On the snapshot date, there was a higher percentage of male employees [79%] than female employees [21%]. The retail motor trade has historically been underrepresented by women across sales, management and technical roles therefore our results are influenced by the fact that a high percentage of our Directors and senior managers are males. Whilst the majority of our female employees work in administrative roles, we have made progress compared to 2024 and have a higher percentage of females within the organisation and operating at a senior level.

A gender pay gap can exist even when women and men receive equal pay for equal work. In an organisation where women are underrepresented in higher paid roles, a gender pay gap will exist, but we are committed to ensuring our ongoing compliance to equal pay legislation.

At Yeomans, many of our roles receive bonus payments which in certain roles such as a sales executive, forms a significant component of an employees pay. Bonus payments are made up of bonuses, commission and / or profit share payments.

The Directors and senior management would welcome the opportunity to recruit from a pool of experienced, diverse individuals which includes more females when looking to recruit such roles as general managers, sales managers, aftersales managers and technicians. Most recruitment undertaken by Yeomans is conducted through agencies specialising in the motor industry and a joint effort will continue to be made by both Yeomans and recruitment organisations in order to attract more women into the retail motor trade. Looking forward, Yeomans will consider whether there are appropriate schemes or initiatives which will help support their aims to increase diversity across the organisation.

Legislation requires us to publish details annually of the gender pay gap in the company. The snapshot date at which our figures are taken is 5th April 2025 and the results are set out below.

Women's hourly rate is

33.2% LOWER (mean) 23.4% LOWER (median) 

Pay quartiles

How many men and women are in each quarter of Yeomans’ payroll.

Top quartile

90.7% MEN | 9.3% WOMEN

Upper middle quartile

89.8% MEN | 10.2% WOMEN

Lower middle quartile

69.4% MEN | 30.6% WOMEN

Lower quartile

66.7% MEN | 33.3% WOMEN

Women's bonus pay is

60.4% LOWER (mean) | 75.8% LOWER (median)

Who received bonus pay?

85.8% OF MEN | 83.3% OF WOMEN