Gender Pay Gap Report 2019
Every year, employers with 250 or more employees must carry out and publish six statutory calculations under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. Dreams had to analyse pay information for those employees by 5th April 2018, so 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.
The bullet points below show 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 pay gap: 0.18%
Median pay gap: -3.30%
We’re pleased to report that both our mean and median pay gaps are very low and much better than the national average.
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 bonus gap: -1.57%
Median bonus gap: -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 because of female employees working in the parts of our business where the market rates are higher. It’s 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: the distribution and manufacturing activities.
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 Dreams has its own bonus scheme and all our employees are eligible to earn a bonus. The 8% of males and 5% of females who didn’t 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 workforce split 71% male and 29% female, the quartiles have a largely similar pattern.
If you combine the upper and upper middle quartiles, we’ve got a workforce split of 31.5% female and 68.5% male.
We’re pleased to report that our gender pay gap is better than the national average: based on the median women earn 3.30% more than men. We continue to review our recruitment and reward strategy and efforts are being made to ensure we continue to develop more female talent all the way through to more senior roles in our organisation.