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Gender Pay Gap


Last Updated: November 2025

At Newark Motor Auctions (Decidebloom Ltd) (“NMA”, “we”, “us”), we are committed to fostering a workplace that promotes equality, inclusion, and diversity. We recognise that a gender pay gap can indicate underlying workforce issues and are committed to understanding and addressing any pay disparities that may exist.

This statement explains our approach to gender pay gap reporting and outlines the steps we take to promote fairness and equality in pay and progression.

What is the Gender Pay Gap?

The gender pay gap is the difference between the average hourly earnings of men and women across an organisation, expressed as a percentage of men’s earnings. It is a different measure from equal pay — which is a legal requirement to pay men and women equally for the same or equivalent work. Gender pay gap reporting measures differences in average earnings between men and women across the workforce, regardless of role or seniority.CIPD

Our Commitment to Equality

We are committed to:

  • A workplace free from discrimination, where employees have equal access to opportunities for recruitment, development, promotion, and reward.

  • Ensuring pay decisions are based on objective criteria aligned with business needs and employee performance.

  • Providing training and development opportunities to support career progression for all employees.

  • Analysing gender pay gap data where applicable and taking action to reduce any identified disparities.

Gender Pay Gap Reporting Requirements

Under UK regulations, employers with 250 or more employees on the snapshot date must publish gender pay gap data annually, including mean and median hourly pay gaps, bonus pay gaps, and pay quartile distributions.gender-pay-gap.service.gov.uk

Where we meet these criteria, we will prepare and publish gender pay gap figures in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and accompanying government guidance.GOV.UK

Where we do not meet the mandatory threshold, we may voluntarily monitor and publish our gender pay gap figures and narrative to demonstrate transparency and commitment to equality.

How We Monitor and Report

We calculate gender pay gap figures using standard methodologies recommended by the UK Government and applicable regulations. Our reporting includes:

  • Mean and median gender pay gap based on hourly pay.

  • Mean and median bonus pay gap (where applicable).

  • Proportion of males and females receiving bonus pay.

  • Pay quartiles by gender.GOV.UK

We also provide a narrative explaining our results and the actions we are taking (or will take) to improve gender balance and reduce gaps.

Actions to Address Gender Pay Gap

To ensure fairness and help narrow any gender pay disparities, we commit to:

  • Reviewing recruitment, promotion, and reward policies to remove bias.

  • Encouraging diverse applicant pools and inclusive interviewing processes.

  • Providing leadership and development opportunities for under-represented groups.

  • Monitoring progression and pay decisions to identify and address inequities.

Transparency and Accountability

We will publish our gender pay gap data and narrative statement on our website and on the Government Gender Pay Gap Service where reporting is required. We will review progress annually and adjust our actions as necessary to support a more equitable workplace.

Contact

For questions regarding this policy or our gender pay gap reporting, please contact:
Email: enquiries@newarkmotorauctions.co.uk
Telephone: 01636 671167