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Any business with more than 250 employees is required to report both on its website and via the Government portal the findings of its Gender Pay Gap analysis.
Peter Cooper Motor Group has complied with its obligations to report via the Government portal and has replicated the results of the assessment carried out below.
The reporting requirements stipulate that we must report on both the mean and median pay gap in terms of hourly rate and bonus pay. It is also a requirement to report what percentage of men and women are represented within earnings quartiles.
The mean pay gap is the difference between average hourly earnings of men and women.
The median pay gap is the difference between the midpoints in the ranges of hourly earnings of men and women.
Relevant employees have been included in the report (full-pay relevant employees are all employees who are employed by the employer on the snapshot date). Those who were not full-pay relevant employees have been excluded.
Peter Cooper Motor Group’s Gender Pay Gap was based on the snapshot date of 5 April 2025, with the business employing between 250 and 499 employees.
As a historically male dominated industry, Peter Cooper Motor Group is passionate about encouraging more females into a wider variety of roles and will continue to work towards improving gender balance across the organisation.
We are confident that women and men are paid the same for doing the same job.
Based on this year’s snapshot, our data shows that women are less represented in higher paid roles and more represented in lower pay quartiles.
Women made up 10.0% of employees in the highest paid quartile and 40.0% of employees in the lowest paid quartile.
The gender pay gap is therefore driven by a greater proportion of men than women in senior roles.
| Measure | Result |
|---|---|
| Mean | 24.5% |
| Median | 21.7% |
The mean hourly full pay gap is 24.5% and the median hourly full pay gap is 21.7%, both in favour of the male workforce.
This means that, based on median hourly pay, women earned 78p for every £1 earned by men.
The above information shows Peter Cooper Motor Group’s overall mean and median gender pay gap based on the hourly rates of pay at the snapshot date of 5 April 2025. It captures the difference between the average hourly earnings of men and women across the organisation at that point in time.
As is common within the motor industry, a gender pay gap was anticipated in the analysis of hourly pay.
The gap is driven by the distribution of roles within the business, with a greater proportion of men occupying senior and higher-paid positions. This is reflected in our gender pay gap results.
We are confident that women and men are paid equally for doing the same job, and our focus remains on improving representation across all levels of the organisation.
| Measure | Result |
|---|---|
| Mean | 41.6% |
| Median | 57.3% |
The mean bonus pay gap is 41.6% and the median bonus pay gap is 57.3%, both in favour of the male workforce.
This means that, based on median bonus pay, women earned 43p for every £1 earned by men.
The above information shows Peter Cooper Motor Group’s overall mean and median gender pay gap based on the hourly rates of pay at the snapshot date of 5 April 2025. It also captures the mean and median difference between the bonuses paid to men and women as of the same date.
As is common within the motor industry, a gender pay gap was anticipated in the analysis of pay that includes bonus and commission payments.
The roles which attract bonus and commission have been predominantly occupied by men and this is reflected in our gender pay gap results.
85.8% of men and 69.4% of women received bonus payment in the twelve months preceding the snapshot date.
The above information shows the total distribution of male and female employees by hourly pay quartiles.
| Quartile | Men | Women |
|---|---|---|
| Upper Quartile | 90.0% | 10.0% |
| Upper Middle Quartile | 88.6% | 11.4% |
| Lower Middle Quartile | 72.9% | 27.1% |
| Lower Quartile | 60.0% | 40.0% |
The above information shows the total distribution of male and female employees by hourly pay quartiles.
I confirm that the data reported is accurate.
Gareth Lovett
Finance Director
Statement last updated: 21st April 2026