Gender Pay Gap

Last updated: 01/08/2025

At HIAB-Container Scotland, we are committed to ensuring that all employees — regardless of gender — are paid fairly and equally for the work they do. We believe in creating a workplace culture based on respect, transparency, and equal opportunity for everyone, across all roles and departments.

Although we are a business operating in a traditionally male-dominated sector, we actively promote diversity, inclusion, and equity in everything we do. This Gender Pay Gap Policy outlines our approach to monitoring, understanding, and addressing any pay differences between men and women across our workforce.

Purpose

The purpose of this policy is to:

• Promote equal pay for equal work and equal value

• Identify and close any gender pay gaps across the organisation

• Ensure transparency in pay structures and career development opportunities

• Foster a supportive, inclusive working environment that encourages progression for all

Scope

This policy applies to all employees of HIAB-Container Scotland, whether full-time, part-time, permanent, temporary, or on flexible contracts. It includes roles across operations, logistics, administration, management, and customer service.

Our Commitment

We are committed to:

• Paying staff fairly and in line with their role, experience, and performance

• Conducting regular pay reviews and salary benchmarking to ensure fairness

• Identifying and understanding any gender-related pay differences

• Encouraging women to apply for operational, technical, and leadership roles

• Offering flexible working where possible to support work-life balance for all staff

• Supporting training, development, and promotion on a fair and transparent basis

• Publishing gender pay gap data (if required under law) and using it to inform improvement

Understanding Gender Pay Gap vs Equal Pay

We recognise that gender pay gaps are not the same as unequal pay. Unequal pay refers to paying men and women differently for the same job, which is unlawful. A gender pay gap measures the overall difference in average pay between men and women across the company, regardless of their role.

Our focus is on both — preventing unequal pay and identifying any structural or cultural factors that may contribute to a gender pay gap over time.

Actions We Will Take

To reduce and prevent gender pay disparity, we will:

• Monitor pay by gender across all departments and job grades

• Carry out annual pay audits and take action if disparities are identified

• Ensure all job descriptions and salary bands are gender-neutral and consistently applied

• Promote inclusive recruitment practices and balanced shortlists wherever possible

• Encourage progression opportunities for women, including into senior and technical roles

• Review our parental leave, flexible working, and return-to-work support regularly

Responsibility for Implementation

Overall responsibility for this policy lies with the company directors and senior management team. HR (or the appointed team lead) is responsible for carrying out monitoring, reporting, and any corrective action required.

Managers are responsible for applying this policy fairly and consistently during recruitment, promotion, appraisals, and pay reviews.

Monitoring and Reporting

If HIAB-Container Scotland reaches the legal threshold for gender pay gap reporting (currently 250 employees), we will submit an annual report in line with government requirements. Even if we are below the threshold, we may voluntarily track and assess our gender pay gap to support fairness and transparency.

Review of Policy

This policy will be reviewed annually, or sooner if there are changes to legislation, guidance, or company structure. Any changes will be communicated to all staff.

Contact

If you have questions about this policy, or if you believe you are not being paid fairly, please speak to your manager or contact info@hiabcontainerscotland.co.uk.