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 2022) and bonus and commission pay gap (based on bonuses paid over a 12-month period ending 5 April 2022);
- 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 2022).
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 2023 is 63% male to 37% female with the male to female split amongst the management community mirroring this at 63% male and 37% female.
Pay – Hourly Rates (positive numbers = males paid more than females)
| 2021 | 2022 | ||
|---|---|---|---|
| Mean | Median | Mean | Median |
| 34.9% | 18.1% | 28.0% | 18.8% |
Pay quartiles (proportion of men and women in each pay quartile)
| 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 50% |
Male 42% Female 58% |
Bonus amounts
| 2021 | 2022 | ||
|---|---|---|---|
| Mean | Median | Mean | Median |
| 67.5% | 40.1% | 67.7% | 84.6% |
Proportion of males/females who received a bonus
| 2021 | 2022 | ||
|---|---|---|---|
| Male | Female | Male | Female |
| 76% | 70% | 83.3% | 86.6% |
Commentary
- On average (mean) men are paid 28% more than women which is an improvement from last year. However, the median hourly rate has increased slightly.
- The upper quartile split has improved with more women in this category, however, the split of males to females in the upper middle quartile is less balanced than previously. The lower quartiles remain fairly balanced.
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