Reporting Criteria
Results
4. Mean hourly remuneration
All Employees -1.55% Part Time Employees N/A Temporary Employees 8.31%
The mean gender pay gap this year is -1.55%, this gap has reduced by 3.25% since last year. The total male mean hourly rate is slightly lower than the total female mean hourly rate. After analysis we have found that this is mostly due to the male employee population being dominant within the entry level and operations functions. This appears to be reflective of gender norms in terms of job preferences and particular skills. We also see differences surrounding mean pay due to length of service, salary increases along with entry level salaries varying due to experience and specialisms. Our Part Time gender pay gap cannot be determined due to not having any male employees currently availing of part time hours in the company. Our Temporary employee gender pay gap shows the male mean hourly rate is higher than the female mean hourly rate (8.31%). Last year there was a substantial gap which saw the mens mean hourly rate lower than the female mean hourly rate (-40.30%). This gap was reduced and this years result is due to roles in which men and women, respectively are covering (e.g. maternity leave) at different levels of the organisation, in that the more specialist, skilled roles have been taken up by male employees this year.
5. Median hourly remuneration
All Employees -26.78%
Part Time Employees N/A
Temporary Employees 5.77%
The median gender pay gap this year is -26.78 meaning the total male median hourly rate is lower than the total female median hourly rate. Since last year, this gap has increased by 16.82%. After analysis we have found that this is mostly due to the male employee population being dominant within the entry level and operations functions which fall in the lower percentile range. This appears to be reflective of gender norms in terms of job preferences and particular skills. We also see differences surrounding mean pay due to length of service salary increases along with entry level salaries varying due to experience and specialisms. Our Part Time gender pay gap cannot be determined due to not having any male employees currently availing of part time hours in the company. Our Temporary employee gender pay gap shows the male median hourly rate is higher than the female median hourly rate (5.77%). Last year there was a substantial gap which saw the mens median hourly rate lower than the female median hourly rate (-65.42). This gap was reduced and this years result is due to roles in which men and women, respectively are covering (e.g. maternity leave) at different levels of the organisation, in that the more specialist, skilled roles have been taken up by male employees this year.
6. Mean bonus remuneration
All Employees -74.43%
The gender pay gap for mean bonus is 13.82%. Since last years report we have closed the pay gap which at the time was -74.43%. We can largely attribute this years result to our most senior employee, at the time of the data snapshot date, being male. In last years report, our most senior employee was female.
7. Median bonus remuneration
All Employees -291.24%
The gender pay gap for median bonus is -88.87%. Since last years report we have reduced the pay gap by 202.37%. We can largely attribute this years result to our most senior employee, at the time of the data snapshot date, being male. In last years report, our most senior employee was female.
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