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 within the group are based on national pay scales, and our pay policy is transparent and based upon clearly defined, non-gender specific roles within the group.

 

Pay Quartiles

Women Men
Quartile split Upper 55.72% 44.28%
Upper Middle 53.31% 46.69%
Lower Middle 53.01% 46.99%
Lower 58.26% 41.74%

 

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. The key factor behind the gender pay gap is the balance of men and women across jobs.

58.26% of our workforce in the Lower quartile are women – this reflects the facts 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, male or female, earn the same rewards.

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

Gender Pay and Bonus Gap

Pay Bonus Pay
Difference in Mean Pay 1.55% Difference in Mean Bonus Pay -13.26%
Difference in Median Pay 1.41% Difference in Median Bonus Pay 33.33%

 

Women Men
Proportion of staff who received a bonus in the relevant period. 52.08% 47.92%

 

At Witherslack Group our gender pay gap is 1.41% (median) which is significantly lower than the current national average of 17.9%. (Source Office for National Statistics 2018 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. In monetary terms, the difference between the Mean bonus is £0.6k  (2018 data £4.3k)

 

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.

In the 2019/20 financial year, the Group is looking to introduce further benefits to employees which will build on the strong overall package already on offer. We will also be offering more flexible benefits, enabling employees to make benefit choices 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 paid fairly for the job they do.

Phil Jones

CEO Witherslack Group

April 2019

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