Daisy Corporate Services Trading Ltd
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 2020) and bonus and commission pay gap (based on bonuses paid over a 12 month period ending 5 April 2020);
- 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 2020).
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. That said we have a board of directors that is an almost 50;50 split of females to males and more females in roles that are Head of departments than previous years.
|Top Quartile||Upper Middle Quartile||Lower Middle Quartile||Lowe Quartile|
|Male 88.4%; Female 11.6%||Male 82.6%; Female 17.4%||Male 70%; Female 30%||Male 63.2%; Female 36.8%|
|Top Quartile||Upper Middle Quartile||Lower Middle Quartile||Lower Quartile|
|Male 88.6%; Female 11.4%||Male 84.8%; Female 15.2%||Male 81%; Female 19%||Male 60.7%; Female 39.3%|
Proportion of Males & Females Receiving Bonus
Commentary on the figures including comparison to 2019:
- On average men are paid 23.1% more than women
- The median hourly rate for men is 31.2% higher than for women
- There has been a slight widening of the year-to-date mean figure (0.6%) however there has been a significant drop of 3.3% in our median hourly rate figure
- We have more women in entry level roles (Lower Quartile) which should in time feed through into improving our GPG figures as these new recruits progress in the business.
- Our mean and median bonus year-to-date figures are slightly higher, rising by 5% and 1.3% respectively
- The proportion of males and females receiving a bonus has narrowed considerably so the differential is less than 1% which is a significant improvement in comparison to last year where the gap was 6%
Whilst we are aware that there is still work to do with closing our GPG a review of our figures reveals that progress is being made when this issue is looked at holistically and initiatives will continue in the medium and long term to improve this.
To this end a list of initiatives that are currently underway that should help improve our GPG statistics:
- 3 University Partnerships with UCLAN, Leeds University and Leeds Beckett University
- The business has 10 live apprenticeships of which 4 are women
- We have launched a formal graduate scheme within sales with 2 of the overall intake of 5 being female
- STEM Ambassadors – there are 12 of these currently
I declare that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
HR Director – Daisy Corporate Services Trading Ltd