Gender Pay Gap Report
Person responsible for our Gender Pay Gap reporting:
Ms Claire Bayliss, CEO, Kennelpak Ltd, Palmer Drive, Stapleford, Nottingham, NG9 7BW.
Our written statement:
We have to report certain calculations regarding our Gender Pay Gap at the “snapshot date” of 5th April 2021. The figures reported are a true and accurate representation at this date.
What we calculated:
The MEAN hourly rate is the average hourly wage earned across the entire organisation. The mean gender hourly pay gap is a measure of the difference between women’s mean hourly wage and men’s mean hourly wage.
The MEDIAN hourly rate is calculated by ranking all employees highest to lowest paid and taking the hourly wage of the person in the middle, so the MEDIAN gender pay gap is the difference between the women’s median hourly wage (the middle-paid women) and men’s median hourly wage (the middle-paid man).
What this tells us:
Women’s MEAN hourly rate in our Organisation is 30.8% lower than men’s. In other words when comparing the mean hourly rates women earn 69.2p for every £1 that men earn.
This is an improvement of 11.7% vs the snapshot date in 2020, however there are still significant improvements to be made.
Women’s MEDIAN hourly rate is 2.4% lower than the men’s. In other words when comparing median hourly rates women earn 97.6p for every £1 men earn.
This is an improvement of 4.4% vs the snapshot date in 2020.
About our Organisation: Percentage of Women and Men employed by quartile:
Top Quartile: Women 51.4% / Men 48.6%
Upper Middle Quartile: Women 68.4% / Men 31.6%
Lower Middle Quartile: Women 68.4% / Men 31.6%
Bottom Quartile: Women 62.2% / Men 37.8%
Our part time, flexible contracts suit the home-life balance of working parents regardless of their gender.
Bonus Pay Gap:
Our Mean Bonus Pay Gap is 27.1% lower for Women than Men. Here a lack of female representation at the mid-manager and senior manager level (where earnings and bonuses are available) is impacting on our mean bonus pay gap.
Our Median Bonus Pay Gap is 64% lower for women than men. For context 52.7% of all employees qualified for a bonus. This is reduced versus previous years due to bonus schemes being put on hold due to the Covid-19 pandemic. Of the 52.7% who were eligible for a bonus 42.6% of all women, and 69.6% of all men received a bonus payment in the financial year up to the snapshot date.