We use cookies to make our website work and improve your experience. For more information about the cookies we use, please see our privacy and cookies policy. If you agree to our use of cookies, please click accept or alternatively you can continue without cookies.’

Gender Pay Gap Report

Daisy aims to be a diverse and inclusive business and we believe our success depends on our people. Capitalising on what is unique about individuals, and drawing on their different perspectives and experiences, will add value to the way we deliver service to our customers and partners.

By accessing, recruiting and developing widely-diverse talent irrespective of gender we can gain an insight into different markets and generate greater creativity in anticipating customer needs.

We are constantly striving to create a productive environment, representative of and responsive to different genders, where everyone has an equal chance to succeed and we welcome the introduction of Gender Pay Gap reporting.

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 2018) and bonus and commission pay gap (based on bonuses paid over a 12 month period ending 5 April 2018);
  • 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 2018).

We know we have some work to do to reduce the gender pay gap but we are committed to providing a fair 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 roles and STEM roles compared to the number of women. We have 3 times more men than women in the business.


2017 2018
Mean Median Mean Median
26.7% 33% 21.2% 20.1%



2017 2018
Mean Median Mean Median
49.1% 10.2% 52.6% -4.3%



Top Quartile Upper Middle Quartile Lower Middle Quartile Lower Quartile
Male 81%
Female 19%
Male 81%
Female 19%
Male 64%
Female 36%
Male 51.4%
Female 48.6%
Top Quartile Upper Middle Quartile Lower Middle Quartile Lower Quartile
Male 80.4%
Female 19.6%
Male 73.4%
Female 26.6%
Male 58.9%
Female 41.1%
Male 57.4%
Female 42.6%


Proportion of Males & Females Receiving Bonus

2017 2018
Male Female Male Female
62.4% 69.1% 54.7% 53.6%



  • On average men are paid 21.2% more than women
  • The median hourly rate for men is 20.1% higher than for women
  • There have been significant reductions in the mean and median pay gaps and the median bonus pay gap which is very welcome news
  • The split of males to females in the middle quartiles is also showing significant improvement 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
Lee Bayman
HR Director – SMB Services
March 2018