DATA AS OF 5 APRIL 2023

Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, INEOS Inovyn has carried out an analysis of average earnings between its male and female employees in the UK. 

The Regulations apply only to UK legal entities with more than 250 employees as at 5 April 2023, so for INEOS Inovyn the analysis has been carried out on INOVYN ChlorVinyls Limited.

The results have been reported to the Government.  We will repeat this process each year.

The information we have published shows that for INOVYN ChlorVinyls Limited the Gender Pay Gap for employees is in favour of women.

Our mean (average) Gender Pay Gap is -2.91%, which means that female employees receive on average 2.91% higher average hourly pay than male employees. The median (middle) Gender Pay Gap is -2.72%, which means in favour of female employees.

The mean Gender Bonus Gap is -12.2%, indicating that the typical average bonus for female employees is greater than that of male employees. The median Gender Bonus Gap -4.61%, which is in favour of female employees.

This outcome is influenced by the distribution of men and women in various roles across the organisation and not our overall approach to pay, which uses standardised processes that are not linked in any way to gender. Furthermore, employees are also increasingly using the ability to salary-sacrifice higher amounts into their pension, which in turn impacts the results observed.

We will continue to scrutinise these processes to ensure we continue to maintain fair, balanced and objective pay for all our employees. 

Els Pauwels
HR Director, INEOS Inovyn

DATA AS OF 5 APRIL 2022

Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, INEOS Inovy has carried out an analysis of average earnings between its male and female employees in the UK. 

The Regulations apply only to UK legal entities with more than 250 employees as at 5 April 2022, so for INEOS Inovyn the analysis has been carried out on INOVYN ChlorVinyls Limited.

The results have been reported to the Government.  We will repeat this process each year.

The information we have published shows that for INOVYN ChlorVinyls Limited, whilst the mean Gender Pay Gap for employees is in favour of men, the gap associated with all other reported metrics is in favour of women.

Our mean (average) Gender Pay Gap is 1.22%, which means that male employees receive on average 1.22% higher average hourly pay than female employees. The median (middle) Gender Pay Gap is -0.24%, which means in favour of female employees.

The mean Gender Bonus Gap is -1.14%, indicating that the typical average bonus for female employees is greater than that of male employees. The median Gender Bonus Gap -4.88%, which is in favour of female employees.

This outcome is influenced by the distribution of men and women in various roles across the organisation and not our overall approach to pay, which uses standardised processes that are not linked in any way to gender. Furthermore, employees are also increasingly using the ability to salary-sacrifice higher amounts into their pension, which in turn impacts the results observed.

We will continue to scrutinise these processes to ensure we continue to maintain fair, balanced and objective pay for all our employees. 

Tony Moorcroft
HR Director, INEOS Inovyn

DATA AS OF 5 APRIL 2021

Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, INOVYN has carried out an analysis of average earnings between its male and female employees in the UK. 

The Regulations apply only to UK legal entities with more than 250 employees as at 5 April 2021, so for INOVYN the analysis has been carried out on INOVYN ChlorVinyls Limited.

The results have been reported to the Government.  We will repeat this process each year.

The information we have published shows that for INOVYN ChlorVinyls Limited the Gender Pay Gap for employees is in favour of women.

Our mean (average) Gender Pay Gap is -3.3%, which means that female employees receive on average 3.3% higher average hourly pay than male employees. The median (middle) Gender Pay Gap is -7.5%, which means in favour of female employees.

The mean Gender Bonus Gap is -13.4%, indicating that the typical average bonus for female employees is greater than that of male employees. The median Gender Bonus Gap -23.3%, which is in favour of female employees.

This outcome is influenced by the distribution of men and women in various roles across the organisation and not our overall approach to pay, which uses standardised processes that are not linked in any way to gender. Furthermore, employees are also increasingly using the ability to salary-sacrifice higher amounts into their pension, which in turn impacts the results observed.

We will continue to scrutinise these processes to ensure we continue to maintain fair, balanced and objective pay for all our employees. 

Tony Moorcroft
HR Director, INOVYN