INCENTIVE LYNX SECURITY LIMITED
INCENTIVE LYNX SECURITY LIMITED has submitted data every year since 2017. 1 of 2 submissions were filed after the deadline.
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Last submission received on Tuesday, 23 Apr 2019 at 17:52 UTC.
Overall workforce composition
Deviation from a 50:50 gender split, averaged across all four pay quartiles per year. 0% represents an equal split of men and women; positive values mean more women, negative means fewer women.
Hourly pay gap over time
Positive values indicate women's hourly pay is lower than men's by that percentage. A value of 0 indicates equal pay; negative values indicate women earn more.
Pay quartile breakdown
Each band shows the percentage of that quartile that is male vs female.
Lower quartile bottom 25% of earners
Lower-middle quartile 25–50th percentile
Upper-middle quartile 50–75th percentile
Top quartile top 25% of earners
Bonus pay
Percentage of each gender who received a bonus payment.
Bonus pay gap — positive values indicate women's bonus pay is lower than men's.
Year by year
Each year's submission in full. Most recent year shown first.
2018 Mean pay gap -10.1% Late submission
Submitted on Tuesday, 23 Apr 2019 at 17:52 UTC.
In this organisation, women earned 100p for every £1 that men earned when comparing median hourly pay.
Women's median bonus pay was 4.7% higher than men's.
Women made up 9.3% of the highest paid quarter and 12.0% of the lowest paid quarter.
Pay quartile breakdown
2017 Mean pay gap 1.6%
Submitted on Wednesday, 4 Apr 2018 at 20:27 UTC.
In this organisation, women and men earned the same median hourly pay.
Women's median bonus pay was 40.0% lower than men's.
Women made up 7.9% of the highest paid quarter and 6.9% of the lowest paid quarter.
Pay quartile breakdown