Gender Pay Gap Report 2019

What is Gender Pay Gap Reporting?

Gender Pay Gap legislation requires employers with 250 or more employees to carry out and publish six statutory calculations annually, under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. For this report Dreams are required to analyse pay information for those employed with us on 5th April 2018. Therefore, the relevant period was our April 2018 payroll data.

The gender pay gap shows the difference between the average (mean or median) earnings of men and women. Gender pay gap reporting is different to equal pay which deals with the pay differences between men and women carrying out the same jobs, similar jobs or work of equal value.

Pay Gap and Bonus Gap

The table below shows the mean and median pay gap using the April 2018 pay data and the bonus gap for the 12-month period ending 5th April 2018.

Mean Median
Pay Gap 0.18% -3.30%
  • The analysis shows that both our mean and median pay gaps are very low.
  • The negative median pay gap shows that the middle point of the hourly rate was higher for women than for men by 3.3%.
Mean Median
Bonus Gap -1.57% -89.31%
  • The negative median bonus pay gap of -89.31% shows that the middle point of the women’s bonus figure was 89.31% higher than male amount.

  • This is a result of female employees working in the parts of our business where the market rates are higher.

  • This is also due to females working predominately in retail and earning commission

  • At 5th April 2018 the split of our workforce was 71% Male and 29% Female.

Dreams has a predominantly male workforce in two business areas, namely in the distribution and manufacturing activities.

Bonus Pay

This calculation shows the proportion of male and female employees that received bonus pay during the 12-month period ending 5th April 2018.

Each area of the business has its own bonus scheme and all Dreams employees have the ability to earn bonus. The 8% of Males and 5% of Females who did not earn a bonus in the year was mostly due to new starters in March and April not yet achieving targets.


For this calculation we rank employees by their rate of pay from lowest to highest and split the data into four, equally split, pay quartiles, then present the number of men and women in each quartile.

  • With a work force split 71% male and 29% female, the quartiles have a broadly similar pattern.

  • If you combine the upper and upper middle quartiles, we have a workforce split of 31.5% female and 68.5% male.


Our gender pay gap is better than the national average. Base on the median women earn 3.30% more than men, however we continue to review our recruitment and reward strategy with particular attention being made to ensure we continue to develop more female talent through to more senior roles in our organisation.