Gender Pay Gap Reporting

We are an employer required by law to carry out Gender Pay reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. This involves carryng out calculations that show the difference between the average earnings of men and women in our organisation: it will not involve publishing individual employee’s data.

We are required to publish the results on our website and a government website. This information below is based on data as at the 5th April 2018. At this date Rich employed 319 employees, 58% being male and 42% being female.

Pay Information

Mean hourly pay difference between male and female employees is 2.4%. This means that men are paid 2.4% more than females.

Median hourly pay difference between male and female employees is 0%. This means that there is no difference between male and female employees.

Bonus Information

Mean bonus difference beween male and female employees is 90%. This means that men have received a 90% higher bonus than females.

Median bonus difference between male and females is 0%. This means that there is no difference between male and female employees.

28.8% of men received a bonus and 18.7% of women received a bonus. 52.5% received no bonus.

Gender Split Pay Quartiles


Male

Female

Lower Quartile 57.5% 42.5%
Lower Middle Quartile 58% 42%
Upper Middle Quartile 58% 42%
Upper Quartile 58% 42%

 

Commentary

• Rich Products Limited gender pay gap is significally lower than the National Average median gap of 18.4%.
• There are no differences between the rates paid to male or females doing the same role.
• Bonus differential due to roles that have an influence at WHQ.

What are we doing next

We are still currently reviewing our pay and reward structure ascross the whole business. But we have improved on our gap from 2017 reporting by over half.

 

 

David Hunt
Managing Director – UK and EME Region