Daisy Communications recognises that the success of a business depends on its people. Embracing what is unique about individuals and drawing on their different, diverse perspectives and experiences adds value to the way that we do business. We strive to create a productive environment which is representative of and responsive to different genders, cultures and groups, where everyone is treated with fairness and respect and has an equal chance to succeed.

We understand the aim of Gender Pay Gap reporting is to help us achieve this. We believe in accessing, recruiting and developing diverse talent irrespective of gender, thus we can gain the benefit of peoples’ experiences in different industries and markets and create greater empathy in responding to customer needs.

The summary tables below show:

  • Our median and mean gender pay gap (based on hourly rates of pay at a snapshot date of 5 April 2023) and bonus and commission pay gap (based on bonuses paid over a 12-month period ending 5 April 2023)
  • The gender distribution across 4 equally divided quartiles.
  • The proportion receiving bonus or commission pay (based on bonuses paid over a 12-month period ending 5 April 2023).

We recognise that we still have more work to do to reduce the gender pay gap but we remain committed to providing a fair and equitable workplace for all of our colleagues.

Like many IT/telecommunications businesses, our gender profile means that we have a pay gap which reflects the number of men in senior/sales roles and STEM roles compared to the number of women. The gender split within the business in February 2024 is 63.6% male to 36.3% female with the male to female split amongst the management community very similar to this split.

1) Pay – Hourly Rates (positive numbers = males paid more than females)

2021 2022 2023
Mean Median Mean Median Mean Median
34.9% 18.1% 28.0% 18.8% 25.9% 14.0%

 

2) Pay quartiles (proportion of men and women in each pay quartile)

2023
Top Quartile Upper Middle Quartile Lower Middle Quartile Lower Quartile
Male 78.3%
Female 21.7%		 Male 63.5%
Female 36.5%		 Male 50.7%
Female 49.3%		 Male 61.1%
Female 38.9%
2022
Top Quartile Upper Middle Quartile Lower Middle Quartile Lower Quartile
Male 70.8%
Female 29.2%		 Male 62%
Female 38%		 Male 49.2%
Female 50.8%		 Male 44.6%
Female 55.4%
2021
Top Quartile Upper Middle Quartile Lower Middle Quartile Lower Quartile
Male 80%
Female 20%		 Male 47%
Female 53%		 Male 50%
Female 60%		 Male 42%
Female 58%

 

3) Bonus amounts

2021 2022 2023
Mean Median Mean Median Mean Median
67.5% 40.1% 67.7% 84.6% 59.0% 71.2%

 

4) Proportion of males/females who received a bonus

2021 2022 2023
Male Female Male Female Male Female
76% 70% 88.3% 86.6% 67.1% 70.4%

Commentary

  • In this period, Daisy Communications gained approximately 300 new employees from the acquisition of the XLN business. This means that the makeup of the new larger business is different and makes meaningful comparisons with previous years more challenging.
  • On average (mean) men are paid 25.9% more than women which continues the improvements seen last year. We are also pleased to see a drop in the difference between median pay from 18% to 14%.
  • There are more men than women in all quartiles of pay this year. The increase from around 70% to 80% men in the upper quartile is something the business will need to look into, in addition to encouraging more women into the business overall.
  • Fewer staff than previously are receiving a bonus, most likely because of the acquisition of XLN employees, but the mean and median amounts of these bonuses remain unbalanced. This is likely to reflect that there are more females in roles with small bonuses available which brings the overall figure down.

I declare that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Noel Jolly
HR Director
Daisy Communications Limited