WOMEN’S HOURLY RATE IS
Pay Gap The gender pay gap snapshot for each of our reporting entities:
Reporting company
Mean
Median
Whistl UK Ltd
0.3% Lower 11.7% Lower 19.2% Lower 3.1% Higher
4.9% Lower 8.4% Lower 18.7% Lower 1.4% Higher
Whistl Fulfilment (Gateshead) Ltd Whistl Fulfilment (Rushden) Ltd Whistl Fulfilment (South West) Ltd
Upper Quartile
Upper Middle Quartile Lower Middle Quartile
Lower Quartile
Reporting company
Females
Males
Females
Males
Females
Males
Females
Males
Whistl UK Ltd
29% 71% 27% 73% 30% 70% 31% 69% 26% 74% 48% 52% 62% 38% 41% 59% 27% 73% 30% 70% 73% 27% 72% 28% 47% 53% 42% 58% 34% 66% 46% 54%
Whistl Fulfilment (Gateshead) Ltd Whistl Fulfilment (Rushden) Ltd Whistl Fulfilment (South West) Ltd
WOMEN’S BONUS PAY IS
Bonus Gap Please see below the gender pay gap snapshot for each of our reporting entities: Bonus gap notes. • Whistl UK Ltd – the bonus gap and proportion figures are consistent with the prior reporting period. • Whistl Fulfilment (Gateshead) Ltd – the average figure is significantly influenced by sales commission earned, therefore for this reporting period we believe median is a more accurate reflection of the situation. With regard to the lower percentage of females receiving bonus, this is largely due to no bonus scheme being in place for our contact centre for the year and in the relevant bonus population the contact centre population is in the majority female; a bonus scheme was put in place for this population for Q4 2022 and this will flow through in next year’s reporting data. • Whistl Fulfilment (Rushden) Ltd – the average figure is higher than last year’s reporting figure and this change is influenced by the senior managers referenced in the pay gap notes receiving a group profit share bonus for FY2021 paid in March 2022. • Whistl Fulfilment (South West) Ltd – the average bonus gap figure is lower than the prior year’s report but the median has increased for this reporting period.
Reporting company
Mean
Median
Whistl UK Ltd
11.1% Higher 74.8% Higher 61.5% Lower 14.3% Lower
0% Lower 0% Lower 0% Lower 13% Lower
Whistl Fulfilment (Gateshead) Ltd Whistl Fulfilment (Rushden) Ltd Whistl Fulfilment (South West) Ltd
PROPORTION OF RELEVANT FEMALES AND MALES RECEIVING A BONUS
Reporting company
Females
Males
Whistl UK Ltd
86% 27% 52% 79%
84% 53% 49% 71%
Whistl Fulfilment (Gateshead) Ltd Whistl Fulfilment (Rushden) Ltd Whistl Fulfilment (South West) Ltd
Pay Quartiles The gender pay metric is influenced by the proportion of men and women in each pay quartile. The table above shows the percentage of men and women in each quarter of our pay profile by reporting company. Pay gap notes. • Whistl UK Ltd – the average pay gap has improved v 2021 and the median is slightly higher v last year, with both remaining under c5%. • Whistl Fulfilment (Gateshead) Ltd – both the average and median gaps have increased for this reporting period. The gap is influenced by a relatively flat organisation structure with more senior roles being held by males with long length of service. • Whistl Fulfilment (Rushden) Ltd – both the average and median gaps have increased for this reporting period. The gaps are due to a high proportion of women in frontline operational roles as seen in the lower middle and lower pay quartiles and 72% of our part-time employees in Rushden are female. We also have a small proportion of males in managerial roles who are employed by the entity but whose remit extends to other Fulfilment sites, locations, or regions. • Whistl Fulfilment (South West) Ltd – the pay gap is reversed in this reporting period with the female average and median hourly rate slightly higher than the male rates, but with the gender variance under c5%.
Whistl Annual Report 2022
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