Gender Pay Gap Report 2024

This is Copart’s Gender Pay Gap Report, for the year ending 5th April 2024.

Overall, our statistics show a Median Hourly pay gap of 15.60% which shows a decreased movement from the previous year’s reported Median Hourly pay gap of 19.66%.

Copart is confident that its approach for hiring new employees and the provision of pay and rewards is not biased to one gender over another. Copart operates its business from 25 locations throughout the UK. Our job roles are broadly split into four categories: LGV Drivers, Yard Operatives; admin staff and functional specialists, however, these are not in equal proportion.

All roles based in our Operations Centres, Copart has a structured pay grading system which does not favour men or women. We conduct competitive external pay benchmarking for all specialist staff to ensure we pay appropriately against the role requirements irrespective of gender.

According to the Office for National Statistics Annual Survey of Hours and Earnings, the gender pay gap among all employees decreased to 13.1% in April 2024, down from 14.2% in April 2023.

Gender Headcount

See below headcount split for the four main job categories, with a total headcount of 1728. The headcount is split as follows:

gender-headcount

male-to-female-employees

Pay and Bonus Pay

Hourly pay included all elements from an employee’s monthly payroll data including the variations of driver pay.

mean and median pay

We recognise the contribution that all our employees make irrespective of their gender. In 2024 we saw that out of those who were eligible, the bonus gap for 2024 was formed by a 38% female and 62% male split. In comparison to the previous year, 2023, where we saw a split of 35% female and 65% male.

At the time of the data snapshot 316 employees were LGV drivers. Copart has 4 female LGV Drivers. Copart has compared the Median Pay Gap with and without the driver pay from the calculations, this then reduces the Mean Hourly Pay Gap to 6.44% and the Median Hourly Pay Gap decreased to -7.57%.

Pay Quartiles 2024

The following charts illustrate the gender distribution across the four quartiles of pay bands. At Copart we are confident that all men and women are paid equally for doing equivalent jobs across all parts of our business.

Upper Quartile
	Total	Percentage	Mean	Median
Male	374	86.57%	£24.49	£21.20
Female	58	13.43%	£29.25	£22.08
Total	432	Gender Pay Gap	-19.47%	-4.14%
Upper Middle Upper Quartile
	Total	Percentage	Mean	Median
Male	351	81.25%	£16.21	£16.15
Female	81	18.75%	£15.78	£15.60
Total	432	Gender Pay Gap	2.62%	3.37%
Lower Middle Upper Quartile
	Total	Percentage	Mean	Median
Male	294	68.06%	£13.17	£13.01
Female	138	31.94%	£13.09	£12.98
Total	432	Gender Pay Gap	-0.63%	-0.26%
Lower Quartile
	Total	Percentage	Mean	Median
Male	211	48.84%	£11.84	£12.01
Female	221	51.16%	£12.01	£12.01
Total	432	Gender Pay Gap	-1.42%	-0.00%

Pay Quartiles for 2024

13.43% of employees in the upper quartile are female, showing lower female representation in highersenior roles. Despite their lower representation, women in this quartile have a higher mean pay.

In the lower middle quartile, female representation increases to 31.94%. The gender pay gap is minimal, indicating relative pay equity across the board.

The lower quartile, we see a stronger female representation of 51.16%. The mean gender pay gap is - 1.42%, meaning women in this quartile earn slightly more than men.

Summary

We continue offering roles with similar pay to both female and male employees in the lower quartile. We see this as a highlight for future pipeline into the middle and upper quartiles. We continue to provide development opportunities for both female and male employees.

As we have illustrated, a factor affecting our headline and reported Gender Pay Gap is the disproportionate number of female to male employees. Copart will continue to encourage diversity within our recruitment practices to improve the gender balance and the provision of pay and rewards is not biased to one gender over another.

Jane Pocock
UK CEO UK and Ireland

Gender Pay Gap Report 2024