GENDER PAY GAP REPORT 2018

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REVER OFFSHORE2018 GENDER PAY GAP REPORTIn line with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, all organisations that employ over 250 employees as of 5th April (snapshot date) are required to annually report their gender pay gap. In line with this, in April 2018, we published Rever Offshore UK Limited’s (formerly Bibby Offshore Limited) first gender pay gap report (https://www.reveroffshore.com/about/ethical-behaviour), setting out the difference in hourly pay between men and women. This was based on data as at 5th April 2017.

It is also important to note that due to the Company’s rebrand, 2018’s Gender Pay Gap has been submitted under Rever Offshore UK Limited, formerly Bibby Offshore Limited. Although the headcount was less than 250 as at 5th April 2018, we still felt it was appropriate to continue to report our gender pay gap, albeit on a voluntary basis. The data comprises of 219 employees, 137 males and 82 females which was a similar split to 2017.

2018 RESULTS SHOW MINIMAL MOVEMENT SINCE 2017:

Figures published from 2017 show that we are comparable with our competitors with averages of 32% (mean) and 33% (median).

THE PROPORTION OF MEN AND WOMEN IN EACH QUARTILE PAY BAND

As the Company suspended the all staff discretionary bonus scheme, there were no bonuses paid during the 12-month period ending with the snapshot date, therefore the proportion of men and women awarded a bonus is 0%.

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BONUS PAY

As part of gender pay gap analysis, you are required to rank your employees from lowest to highest hourly pay and split them into four equal (or as close to) quartiles. This shows the proportion of men and women in each quartile pay band, which is displayed in the below graphic.

Findings remain consistent that there are more women in roles which fall into the lower and lower middle quartiles and more men in upper middle and upper quartiles. Given the overall reduction of headcount and internal changes, the numbers have reduced in most quartiles for both males and females, however, the proportion of females in the upper middle and upper quartiles has marginally increased.

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94% of Technical Engineering roles are held by males and this has increased from 91% in 2017. This has been a challenging factor to address due to reduced numbers of females entering the Engineering career path. This dates back to females being less likely to choose school subjects such as Science, Technology, Engineering & Mathematics (STEM) which are paramount for a career in Engineering. Such roles typically attract higher salaries; therefore, this profoundly contributes to our overall gender pay gap.

71% of Senior and Leadership roles are held by males which has decreased by 3% since 2017. While the percentage of females within the upper quartile has increased, this may be largely due to the fact that the overall headcount has decreased, thereby increasing the proportion of females operating within the upper quartile.

83% of Clerical / Support roles are dominated by females and these roles are typically lower paid. This statistic shows the largest difference, with a decrease of 5% since 2017. This is again reflected in the lower quartile.

KEY CONTRIBUTING FACTORS

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4 Active participation in STEM projects. We are working with Aberdeen University and Skills Development Scotland to promote STEM projects in local schools and providing awareness of the subsea industry as an exciting career option.

5 Continue to promote diversity awareness. We achieve this through ensuring mandatory ACAS e-learning training is completed by all of our staff.

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CLOSING THE GAP

Continue to monitor and address equal pay. This will ensure that consistency is applied throughout the business and employees are fairly remunerated.

Champion our new Learning Management System (LMS). This will be put in place to give employee’s visibility on their own learning and development records. This will help to empower each individual to drive their own development, which in turn will endorse internal promotions and movements.

Continue to ensure a fair and equal approach. We will continue to offer work experience placements across the business and hold career open days in conjunction with Aberdeen University and Robert Gordon University (RGU) in order to welcome all prospective candidates. We achieve this through utilising our transparent recruitment process which ensures structured interviews take place allowing for consistency for both male and female candidates.

In line with guidance from the Government Equalities Office, we are taking steps to close our Gender Pay Gap. In order to achieve this, we aim to;

I confirm that Rever Offshore UK Limited is committed to addressing gender pay equality and has prepared the 2018 gender pay gap results in line with mandatory requirements.

Barry MacLeodChief Executive Officer

In addition to the gender pay gap education sessions that were carried out with all Line Managers in early 2018, the Company plan to conduct a refresher for all new managers in the business to enhance awareness and understanding of the Gender Pay Gap. Employees continue to be encouraged to submit suggestions at any time on how to close the gap.

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