Our 2017 Gender Pay Gap Report

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.

We have four reportable group companies and following summary charts below show:

  • Our median and mean gender pay gap (based on hourly rates of pay at a snapshot date of 5 April 2017) and bonus pay gap (based on bonuses paid over a 12 month period ending 5 April 2017);
  • The gender distribution across 4 equally divided quartiles and
  • The proportion receiving bonus pay (based on bonuses paid over a 12 month period ending 5 April 2017).

Daisy Communications

Each pay Quartile Graph
  • 258/259 employees per quartile
  • Women make up 30.6% of reportable workforce

Gender Pay Gap

  • Mean GPG – On average, men are paid 26.7% more than women
  • Median GPG – The median hourly rate for men is 33% higher than for women

Bonus Pay Gap

  • Mean BPG – On average, women received 49.1% less bonus/commission than men
  • Median BPG – The median bonus/commission payment for women was 10.2% lower than for men
  • % of males and females receiving bonus/commission
    • 62.4% of men
    • 69.1% of women

Daisy IT Services

Each pay Quartile Graph
  • 326/7 employees per quartile
  • Women make up for only 15.1% of reportable workforce

Gender Pay Gap

  • Mean GPG – On average, men are paid 18.3% more than women
  • Median GPG – The median hourly rate for men is 22.8% higher than for women

Bonus Pay Gap

  • Mean BPG – On average, women received 43.4% less bonus/commission than men
  • Median BPG – The median bonus/commission payment for women was almost 18 times higher than for men
  • % of males and females receiving bonus/commission
    • 14.4% of men
    • 15.3% of women

Daisy IT Managed Services

Each pay Quartile Graph
  • 69/70 employees per quartile
  • Women make up for only 17.3% of reportable workforce

Gender Pay Gap

  • Mean GPG – On average, men are paid 28.1% more than women
  • Median GPG – The median hourly rate for men is 31.1% higher than for women

Bonus Pay Gap

  • Mean BPG – On average, women received 16.7% less bonus/commission than men
  • Median BPG – The median bonus/commission payment for women was 80.4% higher than for men
  • % of males and females receiving bonus/commission
    • 27% of men
    • 20.8% of women

Alternative Networks Limited

Each pay Quartile Graph
  • 125 employees per quartile
  • Women make up 27.6% of reportable workforce

Gender Pay Gap

  • Mean GPG – On average, men are paid 22.1% more than women
  • Median GPG – The median hourly rate for men is 21.3% higher than for women

Bonus Pay Gap

  • Mean BPG – On average, women received 41.1% less bonus/commission than men
  • Median BPG – The median bonus/commission payment for men was 56.6% higher than for women
  • % of males and females receiving bonus/commission
    • 67.7% of men
    • 67.4% of women
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.We have established a Gender Diversity working group and action plan which we are rolling out across the business.

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

David Jones
Group HR Director

January 2018