GENDER PAY GAP REPORTING
Rich Products Ltd –Gender Pay Gap Reporting Snapshot Date April 22
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 carrying 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 not required to publish the results on our website and a government website, but do so voluntarily. This information below is based on data as at the 05th April 2022. At this date Rich employed 221 employees, 56.2% being male and 43.8% being female.
PAY INFORMATION
Mean hourly pay difference between male and female employees is -9.46%, this means that males are paid 9.46% less than females.
Median hourly pay difference between male and female employees is 0%, this means that males and females are paid equal.
BONUS INFORMATION
Mean bonus difference beween male and female employees is -13.7%, this means that males have received 13.70% less bonus than females.
Median bonus difference between male and females is 0%, this means that males and females are paid equal.
95% of males received a bonus and 94.68% of females received a bonus. 4.97% received no bonus in the 52 weeks prior to this snapshot date.
GENDER SPLIT PAY QUARTILES
|
|
Male |
Female |
|---|---|---|
| Lower Quartile | 52% | 48% |
| Lower Middle Quartile | 64% | 36% |
| Upper Middle Quartile | 55% | 45% |
| Upper Quartile | 58% | 42% |
COMMENTARY
We received a good percentage of our performance bonus based on improved results as we come out of the restrictions of Covid, but we also gave our employees in operations a bonus to recognise continued commitment and support through what has been a very challenging time.
WHAT ARE WE DOING NEXT
We will continue to benchmark our roles and develop all of our employees.
Hazel Tomkinson
Managing Director