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.
Because of Covid-19, the figures for April 2020 are unlikely to be representative of a normal year and therefore it is difficult to compare to last year. It is also difficult to draw comparisons in the statistics to previous years due to internal restructuring and separating out of individual trading divisions.
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 2021) and bonus and commission pay gap (based on bonuses paid over a 12-month period ending 5 April 2021);
- 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 2021).
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 Daisy Communications is currently 56% male to 44% female with the male to female split amongst the management community mirroring this at 56% male and 44% female.
Pay – Hourly Rates (positive numbers mean males paid more than females)
| 2019 | 2020 | 2021 | |||
|---|---|---|---|---|---|
| Mean | Median | Mean | Median | Mean | Median |
| 30.6% | 15.6% | 33.1% | 9.22% | 34.9% | 18.13% |
Pay quartiles (proportion of men and women in each pay quartile)
| 2021 | |||
|---|---|---|---|
| Top Quartile | Upper Middle Quartile | Lower Middle Quartile | Lower Quartile |
| Male 80% Female 20% |
Male 47% Female 53% |
Male 50% Female 50% |
Male 42% Female 58% |
| 2020 | |||
|---|---|---|---|
| Top Quartile | Upper Middle Quartile | Lower Middle Quartile | Lower Quartile |
| Male 80% Female 20% |
Male 42% Female 58% |
Male 54% Female 46% |
Male 51% Female 49% |
| 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 | 2020 | 2021 | |||
|---|---|---|---|---|---|
| Mean | Median | Mean | Median | Mean | Median |
| 73% | 42.5% | 67% | 48.5% | 67.5% | 40.1% |
Proportion of males/females who received a bonus
| 2019 | 2020 | 2021 | |||
|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female |
| 40% | 25% | 62% | 49% | 76% | 70% |
Commentary
- On average men are paid 34.9% more than women. However, the median hourly rate for men is only 18.13% higher than for women.
- The split of males to females in the upper middle quartile is more balanced than previously and for the first time, the lower middle quartile is balanced at 50/50.
- More females received a bonus in the year to 5th April 2021 than they have previously, reaching a similar level to the men.
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