Gender Pay Gap Report 2018

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 2018) and bonus and commission pay gap (based on bonuses paid over a 12 month period ending 5 April 2018);
  • 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 2018).

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.

Pay

2017 2018
Mean Median Mean Median
28.1% 31.1% 38.4% 37.6%

Bonus

2017 2018
Mean Median Mean Median
16.7% -80.4% 47.3% 45.7%

Quartiles

2017
Top Quartile Upper Middle Quartile Lower Middle Quartile Lowe Quartile
Male 92.9%; 7.1% Female Male 81.2%; 18.8% Female Male 88.6%; 11.4% Female Male 68.1%; 31.9% Female
2018
Top Quartile Upper Middle Quartile Lower Middle Quartile Lower Quartile
Male 97.1%; 2.9% Female Male 79.4 %; 20.6% Female Male 91.2%; 8.8% Female Male 63.8%; 36.2% Female

Proportion of Males & Females Receiving Bonus

2017 2018
Male Female Male Female
27% 20.8% 27% 19.1%

Commentary on the figures including a comparison to 2017:

  • On average men are paid 38.4% more than women
  • The median hourly rate for men is 37.6% higher than for women
  • This business was hived up into Daisy Corporate Trading Services Ltd as at 1 January 2019
  • Whilst the mean and median figures show a negative trend when compared to last year we anticipate that recent changes, particularly at senior levels will help to reduce our gender pay gap
  • The split of quartiles and proportion of males and females receiving a bonus remained constant

I declare that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Damien Russell

HR Director – Daisy IT Managed Services

March 2019

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 charts below show:

  • Our median and mean gender pay gap (based on hourly rates of pay at a snapshot date of 5 April 2018) and bonus and commission pay gap (based on bonuses paid over a 12 month period ending 5 April 2018);
  • 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 2018).

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.

Pay

2017

2018

Mean

Median

Mean

Median

22.1%

21.3%

16.9%

26.7%

Bonus

2017

2018

Mean

Median

Mean

Median

41.1%

56.6%

36.3%

54.5%

Quartiles

2017

Top Quartile

Upper Middle Quartile

Lower Middle Quartile

Lower Quartile

Male 83.2%; 16.8% Female

Male 80%; 20% Female

Male 67.2%; 32.8% Female

Male 59.2%; 40.8% Female

2018

Top Quartile

Upper Middle Quartile

Lower Middle Quartile

Lower Quartile

Male 80.6%; 19.4% Female

Male 89.2%; 10.8% Female

Male 67.7%; 32.3% Female

Male 59.1%; 40.8% Female

Proportion of Males & Females Receiving Bonus

2017

2018

Male

Female

Male

Female

67.7%

67.4%

85.5%

100%

Summary & commentary

  • On average men are paid 16.9% more than women
  • The median hourly rate for men is 26.7% higher than for women
  • This business is now called Daisy Corporate Trading Services Ltd
  • There has been a significant reduction in the mean gender pay  from 22.1% to  16.9%
  • We anticipate that recent changes, particularly at senior levels will help to reduce our gender pay gap
  • The split of quartiles has improved slightly particularly at the most senior levels

I declare that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Damien Russell

HR Director – Daisy Corporate Trading Services Ltd

March 2019