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.
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.
Unfortunately, Covid-19 has meant that the figures for April 2020 are unlikely to be representative of a normal year.
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 2020) and bonus and commission pay gap (based on bonuses paid over a 12-month period ending 5 April 2020);
- 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 2020).
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 also difficult to draw comparisons in the statistics to the 2018 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 56% male to 44% 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 57% male to 43% female.
Pay – Hourly Rates (positive numbers mean males paid more than females)
| 2019 | 2020 | ||
|---|---|---|---|
| Mean | Median | Mean | Median |
| 30.6% | 15.6% | 33.1% | 9.22% |
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% |
| 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% |
Bonus amounts
| 2019 | 2020 | ||
|---|---|---|---|
| Mean | Median | Mean | Median |
| 73% | 42.5% | 67% | 48.5% |
Proportion of males/females who received a bonus
| 2019 | 2020 | ||
|---|---|---|---|
| Mean | Median | Mean | Median |
| 40% | 25% | 62% | 49% |
Commentary
- On average men are paid 33.1% more than women. However, the median hourly rate for men is only 9.2% higher than for women.
- There has been a significant year-on-year reduction in the median pay gap (reducing from 20.1% in 2018 to 9.2% in 2020)
- The split of males to females in the upper middle quartile is significantly more balanced when compared to last year
- It is difficult to draw accurate conclusions from any of the data in relation to previous years given the changes in operational conditions because of Covid-19.
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