Chandlers (Farm Equipment) Ltd is a 3rd generation family business established in Grantham in 1935, and is proud to serve the rural and farming community with a wide range of products and services; from tractors and combines to 4x4 vehicles, groundscare equipment, forestry, pet, equine and Country Stores products. We are committed to being an equal opportunities employer, that our staff are just as proud to work for, sharing in the growth and success of the business, and recognise that as a service business, it is our dedicated team that make the difference.
This report sets out our Gender Pay Statement in line with the statutory regulations. We feel that it is important to note that Gender Pay reporting, is not the same as Equal Pay. The Gender Pay Gap as calculated according to the statutory regulations, is a measure of the difference between men’s and women’s average earnings across a whole organisation. Equal Pay means that men and women in the same employment performing equal work must receive equal pay, as set out in the Equalities Act 2010. As part of our review of reporting the Gender Pay information we have checked comparisons of the pay of men and women across the business and can report that for staff with the same experience, ability and performance, there is equality in pay across the business for doing the same or similar jobs.
Chandlers Gender Pay Gap calculation as set out below, show that out of a total of 400 people employed on the 5th April 2025 applicable for the gender pay gap calculation, 74.25% were male and 25.75% were female. The gender pay gap in Chandlers directly reflects the proportion of men and women in commercial and managerial roles in the business, and this is generally a reflection of the agricultural supply industry as a whole. Historically agriculture has been a male dominated industry and mechanical and agricultural engineering, which makes up the lion’s share of our employment has likewise been male dominated. It is encouraging to see an increase in the number of women both interested in agriculture and agricultural engineering, which is leading to a slow increase in the number of women in all types of roles in the agricultural sector and our business.
We expect this trend to continue, and as a large business in our sector, we take a leading role in promotion of diversity, we actively promote the agricultural industry, and it’s employment opportunities, at a wide range of trade shows and events to as wide an audience as possible. It will still take some considerable time to adjust the gender earning balance within our business, where the very long average length of service of our team, many of which joined the business as apprentices and remain working in the business for their entire working career - something we are very proud of - results in a slow rate of change in senior commercial and management roles that heavily influence the gender pay gap.
Chandlers team are a credit to the business and the company recognises that and rewards all staff for their hard work and dedication to the service of our customers, with the best working conditions, facilities and tools available to us. We make every effort to publicise all job vacancies widely using modern online services, on our own website and social media channels, making the roles visible and available to as wide a pool of potential employees as possible. We recruit the best candidate available to us for any role in every case, regardless of gender. We operate our own in-house Chandlers Academy; with a dedicated professionally qualified Engineering tutor for the mentoring and career development of our large intake of apprentices and improvers in our technical departments, and offer a wide range of training both in-house and with outside providers for the career development of all our staff.
Chandlers Gender Pay Report includes the following six calculations;
Average mean hourly pay: calculated by adding up the hourly pay for men and women, then dividing by the total numbers of men and women. At Chandlers the calculation shows the female mean average to be 22.0% lower than the male.
Average median hourly pay: calculated by sorting all the pay for men and women from highest to lowest, then comparing the middle number for each. At Chandlers the calculation shows the median female wage to be 23.6% lower than the male.
Average mean bonus pay: calculated by adding up all the bonus payments for men and women, then dividing by the total numbers of men and women. At Chandlers the calculation shows the female average mean bonus to be 67.0% lower than the male.
Average median bonus pay: calculated by sorting all the bonus payments for men and women from highest to lowest, then comparing the middle number for each. At Chandlers the calculation shows the median female bonus to be 43.6% lower than the male.
Proportion of people receiving bonuses: 34.0% of male employees received a bonus compared to 10.7% of female employees who received a bonus.
Proportion of men and women in the four pay quartiles: calculated by sorting all employees’ pay from highest to lowest, then dividing into four groups, each containing the same number of employees.
At Chandlers, the proportions of men and women in each quartile are as follows;
| |
|
Male% |
Female% |
| Top Quartile |
100 Highest paid employees |
92.00% |
8.00% |
| Upper Middle Quartile |
100 employees |
97.00% |
3.00% |
| Lower Middle Quartile |
100 employees |
61.00% |
39.00% |
| Lower Quartile |
100 Lowest paid employees |
46.88% |
53.12% |