Daisy 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 2024) and bonus and commission pay gap (based on bonuses paid over a 12-month period ending 5 April 2024);
- The gender distribution across 4 equally divided quartiles and
- The proportion receiving bonus or commission pay (based on bonuses paid over a 12-month period ending 5 April 2024).
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 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 January 2025 was 65% male to 35% female with the male to female split amongst the management community very similar to this.
1) Pay – Hourly Rates (positive numbers = males paid more than females)
| 2022 | 2023 | 2024 | |||
|---|---|---|---|---|---|
| Mean | Median | Mean | Median | Mean | Median |
| 28.0% | 18.8% | 25.9% | 14.0% | 24.3% | 19.1% |
2) Pay quartiles (proportion of men and women in each pay quartile)
| 2024 | |||
|---|---|---|---|
| Top Quartile | Upper Middle Quartile | Lower Middle Quartile | Lower Quartile |
| Male 77.8% Female 22.2% |
Male 70.1% Female 29.9% |
Male 54.4% Female 45.6% |
Male 54.4% Female 45.6% |
| 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% |
3) Bonus amounts
| 2022 | 2023 | 2024 | |||
|---|---|---|---|---|---|
| Mean | Median | Mean | Median | Mean | Median |
| 67.7% | 84.6% | 59.0% | 71.2% | 59.6% | 81.5% |
4) Proportion of males/females who received a bonus
| 2022 | 2023 | 2024 | |||
|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female |
| 88.3% | 86.6% | 67.1% | 70.4% | 65.6% | 68.5% |
Commentary
- After April 2022, 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.
- During the last two years, the focus has been on understanding the combined business before any significant impact can be seen.
- On average (mean) men are paid 24.3% more than women which continues the improvements seen over the last two years. However, the disparity in median pay has increased.
- There continue to be more men than women in all quartiles of pay. The proportion of women in the upper quartile has increased slightly from 2023 which is a good sign but encouraging more women into the business overall still needs to be worked on.
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