In the below data in relation to the gender pay gap figures a positive % means that men receive a higher rate than women and bracketed figures relate to last year..

1. Difference in hourly rate of pay – mean 36.68% (43.82%) 
2. Difference in hourly rate of pay – median  32.89% (41.12%) 
3. Difference in bonus pay – ​mean 32.45% (33.57%) 
4. Difference in bonus pay – median 72.71% (76.83%) 
5. Percentage of employees who received bonus pay
   Males 82.76% (88.46%) Females 66.27% (57.80%)
6. Employees by pay quartile
   Upper quartile - Male 77.27% (87.50%) Female 22.73% (12.50%) 
   Upper middle quartile - Male 69.57% (62.50%) Female 30.43% (37.50%) 
   Lower middle quartile - Male 47.83% (45.83%) Female 52.17% (54.17%)
   Lower quartile - Male 30.43% (20.00%) Female 69.57% (80.00%)

The company’s workforce is organised into administration and direct sales divisions. In administration 51% of the workforce is female but in the sales division it drops to 22%.

The most noticeable differences come from structural issues around the roles women are employed in. A higher proportion of female employees working less hours receive bonus/commission proportionately less but the calculation for the gender bonus gap does not allow any adjustment to bring these payments back to their full time equivalent level. 

Both men and women are encouraged to work flexibly, the majority of those currently doing so are female, and it appears a lack of women in senior and highest paid positions is the most obvious reason for the difference.

Tackling the gender pay gap will take time and a need to focus on improving gender diversity through a workplace environment and culture that supports and empowers women. Role models throughout the business in senior leadership roles are encouraging and supporting other females to develop. However, the narrowing of the Gender pay Gap compared to last year is pleasing and shows that the company's policies are working.

Jayne Foster 
Company Secretary 
29th March 2019