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 and we welcome the continuation of Gender Pay Gap reporting.
Operating as a meritocracy 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 2019) and bonus and commission pay gap (based on bonuses paid over a 12 month period ending 5 April 2019);
- 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 2019).
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. It is difficult to draw a comparison in the statistics to the previous year due to an internal restructure and separating out of individual trading divisions.
Like many IT/telecommunications businesses, our gender profile means that we have a pay gap which reflects the number of men in senior roles and STEM roles compared to the number of women. The gender split within Daisy Communications is 57% male to 43% female with the male to female split amongst the management community mirroring this at 58% male and 42% female. Personnel reporting into a Director is exactly 50/50 between the genders.
Pay – Hourly Rates (positive numbers mean males paid more than females)
| 2018 | 2019 | ||
|---|---|---|---|
| Mean | Median | Mean | Median |
| 22.1% | 20.1% | 30.6% | 15.6% |
Pay quartiles (proportion of men and women in each pay quartile)
| 2019 | |||
|---|---|---|---|
| Top Quartile | Upper Middle Quartile | Lower Middle Quartile | Lower Quartile |
| Male 79% Female 21% | Male 85% Female 15% | Male 56% Female 44% | Male 43% Female 57% |
Bonus amounts
| 2019 | |
|---|---|
| Mean | Median |
| 73% | 42.5% |
Proportion of males/females who received a bonus
| 2019 | |
|---|---|
| Mean | Median |
| 40% | 25% |
Commentary
- On average men are paid 30.6% more than women
- The median hourly rate for men is 15.6% higher than for women
- There has been a significant year-on-year reduction in the median pay gap
- The split of males to females in the top quartile is also becoming more balanced when compared to last year
I declare that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Lee Bayman
HR Director – Daisy Communications Ltd