Gender Pay Gap Reporting – Period Ending March 2017
It is a legal requirement for organisations of 250 employees or more to report annually on their Gender Pay Gap.
This is not the same as equal pay which covers differences between the pay between men and women carrying out the same jobs. It is unlawful to pay people unequally for the same job based on whether they are a man or a woman. Fizz Experience can confirm no instances of unequal pay exist within its workforce.
The Gender Pay Gap reporting periods in question are 01/03/2017 – 31/03/2017 for ordinary pay and 01/04/2016 – 31/03/2017 for bonus payments.
The results are as follows;
- Mean Gender Pay gap is 8.85%
- Median Gender Pay gap is 0.74%
- Mean Bonus Gender Pay gap is 76.4%
- Median Bonus Gender Pay gap is 80.39%
- Proportion of males receiving a bonus is 4.06%
- Proportion of females receiving a bonus is 7.39%
- Proportion of males in lower quartile is 21.72%
- Proportion of females in lower quartile is 78.28%
- Proportion of males in lower middle quartile is 22.22%
- Proportion of females in lower middle quartile is 77.78%
- Proportion of males in upper middle quartile is 27.27%
- Proportion of females in upper middle quartile is 72.73%
- Proportion of males in upper middle quartile is 28.28%
- Proportion of females in upper middle quartile is 71.72%
The majority of our workforce are employed on a flexible basis and paid based on an hourly rate of pay. Approximately 75% of these employees are female. Historically the type of work undertaken (i.e. product demonstrations) has always attracted far more females but the proportion of the males is increasing.
The gender mix in our salaried and clerical teams is more evenly balanced. The executive team has a male majority with only 2 females currently in senior leadership roles, out of a total of 7. Both active directors are male. This explains the pay and bonus gaps reported above. In order to reduce these gaps, we need to increase female representation in senior positions within the business.
We are blessed with very low staff turnover in our salaried teams and therefore recruitment of new staff is rare. However, we are committed to recruiting the best possible staff for any given position and believe a more balanced executive team would only benefit the business.