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Gender Pay Gap

Gender Pay Gap Statement

Witherslack Group is committed to paying all staff fairly for the job they do, regardless of gender.  To that end, our policies and pay guidance supports this ethos and reflects the diverse roles and responsibilities available within the Group.  The majority of roles follow national pay scales, and our pay policy is transparent and based upon clearly defined, non-gender specific roles. 

Pay Quartiles

 

      Women Men
Quartile split   Upper 54.2% 45.8%
    Upper Middle 56.4% 43.6%
    Lower Middle 53.9% 46.1%
    Lower 59.7% 40.3%

 

 

 

 

 

It can be seen that whilst in the top 2 quartiles the split between male and female employees is fairly even, with female employees in the majority in these higher paid roles, this does change in the bottom quartile.  The key factor behind the gender pay gap is the balance of men and women across jobs.

59.7% of our workforce in the lower quartile are women - this reflects the fact that a number of roles which would fall in this quartile are part time with school holidays, so have traditionally attracted female applicants. In addition, any pay gap difference shown will be a result of differing roles and bandings.  However, all employees working in the same bandings will be earning the same rewards.

The Group is encouraged to see that this year the split of women and men in the lower quartile has started to move towards a more even split (2018 data showed a split of 65.2% women and 34.8% men in the bottom quartile)

Gender Pay and Bonus Gap

 

Pay Bonus Pay
Difference in Mean Pay 0.9% Difference in Mean Bonus Pay -29.5%
Difference in Median Pay 1.8% Difference in Median Bonus Pay -347.8%

 

      Women Men
Proportion of staff who received a bonus in the relevant period. 47.9% 52.1%
     

At the Witherslack Group our gender pay gap is 1.8% (median) which is significantly lower than the current national average of 7.9%. (Source Office for National Statistics 2020 provisional data). Indeed you will note that there are more women than men across the top two pay quartiles.  Once again, the Group is encouraged that this is a further improvement on our 2018 median of 4.9%.  This reflects the ethos of the Group that all employees are paid fairly for the role they do, regardless of gender.

The gender pay gap in our bonus pay reflects the fact we have a small number of roles that are able to attract substantial bonus payments.   The figures are also impacted by the fact only a very small number of roles are eligible for a bonus payment and so individual payments can have a significant impact on the reported figures.

Tackling the gender pay gap

 

We have a strong package of benefits available for all staff and offer a cohesive learning and development programme to ensure we attract the best staff for the roles available and allow all staff to progress within the Group, if it is their ambition to do so. 

The Group continues to review further benefits to employees which will build on the strong package we already offer and will allow employees to benefit from choices they can make based on their personal circumstances and priorities.

We will continue to review our pay policies and employee offering to ensure all employees continue to be fairly rewarded for the job they do.

Phil Jones

CEO Witherslack Group