Ceva Air & Ocean Uk Limited

United Kingdom · 250-499 · www.bollore-logistics.com/en/country/united-kingdom

Reporting year: 2024

Mean pay gap

9%in favour of men

Median pay gap

4.4%

4.4%in favour of men

Bonus gap

18.4%

18.4%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

40%

60%

Upper middle

36%

64%

Lower middle

26%

74%

Lower (lowest paid)

64.76%

35.24%

women men

Mandatory UK gender pay gap report, snapshot year 2024 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2023

Mean pay gap

28%

28%in favour of men

Median pay gap

-1%

1%in favour of women

Bonus gap

41%

41%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

30.48%

69.52%

Upper middle

47.62%

52.38%

Lower middle

42.86%

57.14%

Lower (lowest paid)

30.19%

69.81%

women men

Mandatory UK gender pay gap report, snapshot year 2023 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2022

Mean pay gap

36.5%

36.5%in favour of men

Median pay gap

-2.5%

2.5%in favour of women

Bonus gap

54.7%

54.7%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

27.36%

72.64%

Upper middle

40%

60%

Lower middle

68%

32%

Lower (lowest paid)

47%

53%

women men

Mandatory UK gender pay gap report, snapshot year 2022 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2021

Mean pay gap

34%

34%in favour of men

Median pay gap

6%in favour of men

Bonus gap

55%

55%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

28%

72%

Upper middle

44%

56%

Lower middle

48%

52%

Lower (lowest paid)

37%

63%

women men

Mandatory UK gender pay gap report, snapshot year 2021 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2020

Mean pay gap

24%

24%in favour of men

Median pay gap

6.4%

6.4%in favour of men

Bonus gap

40%

40%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

32%

68%

Upper middle

37%

63%

Lower middle

41%

59%

Lower (lowest paid)

43%

57%

women men

Mandatory UK gender pay gap report, snapshot year 2020 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2019

Mean pay gap

42.2%

42.2%in favour of men

Median pay gap

10.1%

10.1%in favour of men

Bonus gap

74.1%

74.1%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

21.9%

78.1%

Upper middle

46.4%

53.6%

Lower middle

50%

Lower (lowest paid)

36.5%

63.5%

women men

Mandatory UK gender pay gap report, snapshot year 2019 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2018

Mean pay gap

48%

48%in favour of men

Median pay gap

16%

16%in favour of men

Bonus gap

79%

79%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

24%

76%

Upper middle

39%

61%

Lower middle

53%

47%

Lower (lowest paid)

45%

55%

women men

Mandatory UK gender pay gap report, snapshot year 2018 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service

Reporting year: 2017

Mean pay gap

27.7%

27.7%in favour of men

Median pay gap

11.6%

11.6%in favour of men

Bonus gap

64.7%

64.7%in favour of men

Pay quartiles (share of women)

Upper (highest paid)

21.6%

78.4%

Upper middle

46%

54%

Lower middle

49%

51%

Lower (lowest paid)

46.4%

53.6%

women men

Mandatory UK gender pay gap report, snapshot year 2017 (employers 250+). Positive % means men paid more.

Source: UK Gender Pay Gap Service