Gender Pay Gap Reporting & Data
Reporting Criteria
Results
1. Bonus
Female 84.48% Male 88.34%
The gender pay gap for bonus has increased slightly since last years report by 0.97%. This years figure is still very low (3.86%) continuing to highlight that there is only a slightly higher proportion of male employees than female employees who received a bonus during the relevant period. Our analysis shows that WaterWipes has more full-time male employees than female employees. All employees across the business are eligible for a bonus payment, subject to certain eligibility criteria (which applies equally to men and women), such as performance rating criteria and completion of probation.
2. Benefit In Kind (BIK)
Female 6.89% Male 6.74%
The Gender Pay Gap for BIK has closed by 1.85% since last year, leaving a small gap of 15% for this years reporting period. The Cycle to Work scheme is available to all employees. WaterWipes also provides additional benefits-in-kind (healthcare and travel allowance) for 2 employee groups (VP’s & LTs). As there are more women in the roles that are eligible for these allowances, the proportion of female employees that received benefits-in-kind is marginally higher than male employees.
3.Proportion of male and female employees in the lower, lower middle, upper middle and upper quartile pay bands
Lower Female 35.71%
Lower Male 64.28%
Lower Middle Female 34.28%
Lower Middle Male 65.71%
Upper Middle Female 50%
Upper Middle Male 50%
Upper Female 46.37%
Upper Male 55.07%
There are fewer female employees to male employee across 3 of the 4 quartile ranges within WaterWipes. Within the ‘’lower’’ and ‘’lower middle’’ quartiles, the majority of roles are production operatives which is heavily male dominated. The ‘’upper middle’’ quartile group comprises of 2 main job families (Core (excluding production operatives) and Specialist. This symbolises an increased skill requirement, specialism, experience and/or tenor, in last years report, we had fewer female employees to male employees. this year we see this number even out. In the ‘’Upper’’ quartile, last year we saw a higher female percentage rate with a lower female population, this was due to 1 specific role, [as the most senior employee in the business, on the snapshot date in June 2022, was a woman]. This year we see that both the male population and percentage is higher. This is due to the most senior employee in the business being male.
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