Gender Pay Gap Reporting & Data
Reporting Criteria
Results
1. Bonus
Female 83.73% Male 86.62%
The gender pay gap for bonus is very low (2.89%) highlighting 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 7.47% Male 7.27%
WaterWipes provides benefits-in-kind (healthcare and travel allowance) for two employee groups (LT & VP). There are more females in these job families who are eligible for the relevant allowances, therefore, the proportion of female employees who receive benefit-in-kind is marginally higher than male employees (0.20%). All employees have access to the Cycle-to-Work Benefit In Kind scheme.
3.Proportion of male and female employees in the lower, lower middle, upper middle and upper quartile pay bands
Lower Female 42.85%
Lower Male 57.14%
Lower Middle Female 41.42%
Lower Middle Male 58.57%
Upper Middle Female 38.75%
Upper Middle Male 61.42%
Upper Female 52.85%
Upper Male 47.14%
There are fewer female employees to male employee across all quartile ranges. 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 the ‘’Upper’’ quartile we see a higher female percentage rate with a lower female population, this is attributed to a specific role, [as the most senior employee in the business, on the snapshot date in June 2022, was a woman].
4. Mean hourly remuneration
All Employees 4.80% Part Time Employees -107.84% Temporary Employees -40.30%
The mean gender pay gap is -4.80% meaning the total male mean hourly rate is slightly lower than the total female mean hourly rate. We have found that this is mostly due to the male employee population being dominant within 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 in addition to entry level salaries varying due to experience and specialisms.
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