News
Newpost We’re delighted to announce that we have appointed Fabiola Sharratt as our Operations Director. Fabiola brings extensive ecommerce expertise fromher previous role as Group Operations Director at The Hut Group, Europe’s fastest-growing health and beauty online retailer, where she was instrumental in developing its logistics, distribution and warehouse network across the UK, US, Australia and Europe. Nick Wells, CEO of Whistl said: “Our operations are the backbone of our business, enabling us to provide our customers with a high quality, efficient and low-cost service. It is important we hire the best people who can lead a team to deliver for our customers and Fabiola has those qualities as well as an impressive track record in operations. “We are a growing company and her operational experience will help support our plans. Whistl hire the best people to do the job and I ampleased to say that Fabiola is also the third woman to join our Executive Board.”
2018 Gender Pay Gap Report FromApril2018, companieswith 250ormore employees, including ourmain trading company,WhistlUK Ltd,are required topublish certain statistics relating toGenderPay.
March2018TotalPayGap
+0.26% (male< female)
Mean
Basedon theGovernment’s hourly ratemethodology,WhistlUK Ltd’s pay rateswere 0.26% and5.15% higher forwomen vsmen according to themean andmedianmethodologies respectively. Whistl is committed toensuring pay is fair,equitable and competitive regardlessofgender.Ourpolicies, including our compensation framework, union negotiatedoperationalpay structureand salarybenchmarking payband approach effectively promoteequalpayand supportgenderpayaims.
+5.15% (male< female )
Median
March2018PayQuartiles
Quartile
Male %
Female %
Thegenderpaymetric is influenced by theproportion ofmenand women ineach payquartile.The toppayquartile contains agreater proportion ofwomen compared to theother payquartileswhich increaseswomen’s averagehourly rateaccording toboth themean andmedianmethodologies.This table shows thepercentageof men andwomen in eachquarterof ourpayprofile.
Topquartile Uppermiddle quartile Lowermiddle quartile Lower quartile
63.5% 75.1% 73.0% 72.4%
36.5% 24.9% 27.0% 27.6%
March2018BonusPay
+2.0% (male< female)
Mean
Bonuses are linked to individualperformanceand or company targets,which supportsapay-for-performance culture.Thebonus paymetric is also significantly influenced by the proportion ofmen andwomen ineachof thepayquartiles, in particular according to themedianmethodologywhich shows that averagebonuses to womenwere 486% higher than tomen.This isdriven by the greater proportion ofmen thanwomen in lower payquartiles. 77.8%ofmenand 82.1% ofwomen received abonus in the relevant period shown in this chart.
+486.4% (male< female )
Median
Proportion receivingbonus
82.1 %
77.8 %
Male
Female
3
Whistl Magazine • Summer 2018
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