Mean Hourly Pay Gap: -1.09% "In 2023, the mean hourly pay gap was -1.55%, indicating that, on average, women earned slightly more per hour than men. In 2024, this gap narrowed to -1.09%, suggesting a slight reduction in the disparity. This trend indicates a movement towards more balanced hourly pay between men and women within the organization."
Pay & Bonus Gap
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Median Hourly Pay Gap: -10.47% “Median Hourly Pay Gap: "In 2023, the median hourly pay gap was -25.78%, indicating that, on average, women earned significantly more per hour than men. By 2024, this gap had narrowed to -10.47%, suggesting a reduction in the disparity. This trend indicates progress towards more equitable hourly pay between men and women within the organization." “ For the 2024 report the hourly Median Pay Gap indicates, that when pay is ranked in ascending or descending order by gender, the hourly pay in the middle/midpoint for women is approximately -10.47% higher than the middle/midpoint hourly pay for men.”
Mean Bonus Pay Gap: -8.62%
Bonus Recipient
Median Bonus Pay Gap: -217.31% “In 2023, the median bonus pay gap was -88.87%, indicating that, on average, women received significantly higher bonus pay than men. This trend intensified in 2024, with the median bonus pay gap widening to -217.31%. This substantial increase suggests a growing disparity in favor of women receiving higher bonus pay compared to men within the organization." “For 2024 report, considering all colleagues regardless of role or eligibility there is no pay gap between female and male receiving bonus pay. In 2024, 88.6% of female employees received bonuses, compared to 85% in 2023. This increase indicates a positive trend in the proportion of women receiving bonuses, suggesting that the organization is making strides towards more equitable bonus distribution." "In 2023, the mean bonus pay gap was 13.82%, indicating that, on average, men received higher bonus pay than women. However, in 2024, the mean bonus pay gap shifted to -8.62%, showing that women, on average, received higher bonus pay than men. This significant change suggests a positive movement towards gender pay equity in bonus distribution within the organization."
88.6%
“We hold ourselves accountable to a gender pay gap action plan to strengthen representation and engagement.”
88.7%
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