Gender Pay Gap Reporting
Gender Pay Gap Reporting – 5th April 2020
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 01/04/2020 – 30/04/2020 for ordinary pay and 01/04/2019 – 31/03/2020 for bonus payments.
The results are as follows;
- Mean Gender Pay gap is 8.19%
- Median Gender Pay gap is 1.59%
- Mean Bonus Gender Pay gap is 57.65%
- Median Bonus Gender Pay gap is 52.94%
- Proportion of males receiving a bonus is 13.33%
- Proportion of females receiving a bonus is 10.95%
- Proportion of males in lower quartile is 26.22%
- Proportion of females in lower quartile is 73.78%
- Proportion of males in lower middle quartile is 16.46%
- Proportion of females in lower middle quartile is 83.54%
- Proportion of males in upper middle quartile is 29.09%
- Proportion of females in upper middle quartile is 70.91%
- Proportion of males in upper middle quartile is 28.48%
- Proportion of females in upper middle quartile is 71.52%
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 this type of work attracts far more females and the balance of gender is largely unchanged year on year.
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.
We remain committed to recruiting the best possible staff for any given position and believe a more balanced workforce would only benefit the business.
