Reporting Criteria
Results
5. Median hourly remuneration
All Employees -9.96%
Part Time Employees -103.18%
Temporary Employees -65.42%
The median gender pay gap is -9.96% meaning the total male median hourly rate is slightly lower than the total female median hourly rate. After analysis we have found that this is mainly 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 in addition to level salaries varying due to experience and specialisms.
6. Mean bonus remuneration
All Employees -74.43%
The gender pay gap for mean bonus is -74%. We can largely attribute this result to our most senior employee, at the time of the data snapshot date, being female.
7. Median bonus remuneration
All Employees -291.24%
The gender pay gap for median bonus is -291.24%. We can largely attribute this result to our most senior employee, at the time of the data snapshot date, being female.
Conclusion To achieve our ambitious strategy, we rely not only on the talent, capabilities and the behaviours of our people but also their engagement. Through our policies and commitment to Diversity, Equity, Inclusion and Belonging (DEIB) we have confidence and faith that we will continue to provide an inclusive workplace for all, independently of gender, status or role. Alice Burns, VP Culture & Performance
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