Gender Pay Gap Report 2019
As a large employer, and in accordance with gender pay legislation, this is our Gender Pay Gap information as at 5 April 2019.
Median Gender Pay Gap – 0%
Mean Gender Pay Gap – 9.18% (as at 5 April 2018; 11.93%)
We have fixed pay grades for our operational roles which means that our female and male employees are paid equally when they carry out identical roles.
We do not have a gender pay gap when comparing the average median rates of pay of women and men within the organisation. Women’s mean average earnings by hourly rate are 9.18% lower than men’s (compared to 11.93% last year, 15.54% two years ago and 17.3% national average).
Whilst we are pleased to note that our mean gender pay gap is better than the national average and has improved since last year we recognise that there is still more to be done to improve it and work towards greater gender pay parity. We continue to support and encourage women into the higher level roles within the company and have done so during the last year.
Our gender pay gap exists mainly because we have a greater number of female employees (88% female, 12% male) with a higher proportion of women in our non-managerial roles. Within society there has historically been an unequal sharing of care responsibilities which has contributed to a higher proportion of women taking career breaks and part-time work, which is generally lower paid. 97% of Orian roles are part-time. In addition, national data shows that the gender pay gap widens as the age of employees increases, particularly over the age of 40 (Source: ACAS/Government Equalities Office). The average age of an Orian employee is 49.
There are more women than men at every level of the business. However, whilst 49% of female employees are paid in the upper two quartiles this compares to 58% of male employees in the same categories.
97% of our roles are operational and consequently the gender of the people in the organisations’ more highly paid senior roles (only 3% of our roles) have a significant impact on our gender pay gap. For instance if we were to have a female instead of a male in one of our most senior positions the overall mean gender pay gap would drop from 9.18% to 7.48%. Similarly if we were to employ more men in operational roles, while keeping the overall number of employees the same, the gender pay gap would reduce as has happened in between 2018 and 2019. This resulted in the reduction in the ‘mean’ gap, as proportionately more men have been added to operational roles within the business (increasing by 42% since 2018), versus the increase in women in these roles (increasing by just 27% since 2018).
0.9% of male employees received a bonus (1.3% last year)
0.1% of female employees received a bonus (0.2% last year)
Mean Bonus Gender Pay Gap – 99% (99% last year)
Median Bonus Gender Pay Gap – 90% (90% last year)
We pay very few bonuses. During the financial year 2018/19 only four employees received a bonus. These were specific performance/sales achievement bonuses which were position-related.
As an equal opportunities employer we always believe in appointing the best candidate for the role, regardless of their gender or other factors, however we are always keen to attract applications from people of any gender to achieve a diverse workforce of talent.
I confirm the accuracy of this report.