Avidity Group Ltd - Gender Pay Gap 2021
Message from Jill Ross, CEO Avidity Group
At Avidity we believe that diversity and an inclusive culture supports growth and helps us outperform the market. Our gender pay gap is 2.7% which is below the UK average of 7.9% but we still have work to do. Our data has shown us that we need to focus more on the gender balance of our workforce and we are committed to examining our data in more detail to help shape our future approach to recruitment, retention and progression within our organisation.
What is the Gender Pay Gap?
The Gender Pay Gap is not just one measure; there are in fact 6 measures that companies are required to publish annually:
- Mean Gender Pay Gap
- Median Gender Pay Gap
- Mean Gender Bonus Gap
- Median Gender Bonus Gap
- Proportion of male and female employees receiving a bonus
- The gender split of male and female employees in each pay quartile
Our Gender Pay Gap Headlines
OUR DATA
Our data cut was taken on the snapshot date of 4th April 2021, whilst we were working under our old organisational structure and as such the published data is reflective of this. From 2022, our data structure will change to reflect our new operating structure of Avidity Group.
HOURLY PAY
The mean pay variance is the difference between the average hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.
The median pay variance is the difference between the midpoint in the ranges of hourly rate of pay of male full-pay relevant employees and that of female full-pay relevant employees.
- Mean Pay 2.7%
- Median Pay 3.4%
BONUS PAY
The mean bonus pay variance is the difference in average bonus pay that male and female employees receive.
The median bonus pay variance is the difference between the midpoint in the ranges of bonus pay that male and female employees receive.
- Mean Bonus 13.6%
- Median Bonus 28.1%
PERCENTAGE OF EMPLOYEES RECEIVING A BONUS
Proportion of male and female employees who were paid bonus pay during the year to 5th April 2020
- 60% of men received a bonus
- 40.3% of women received a bonus
The proportions of male and female full-pay relevant employees in the lower, lower middle, upper middle and upper quartile pay bands.
QUARTILE RANGES
|
|
FEMALE |
MALE |
|
LOWER |
53.1% |
46.9% |
|
LOWER MIDDLE |
56.1% |
43.9% |
|
UPPER MIDDLE |
43.1% |
56.9% |
|
UPPER |
38.3% |
61.7% |
Our Commitments
We continue to drive forward the commitments made in our Diversity & Inclusion Framework which launched in April 2019 and includes a Taskforce led by a member of our Executive Board with key representation across the business.
The 3 focus areas are
Diversity: We aim to reflect diversity in our communities in all divisions at all levels of the Avidity Group
Inclusion: We aim to create and embed an inclusive environment that values differences and allows our people to be their whole self at work
Culture: We want to ensure that D&I is core to the Avidity culture, and we hold ourselves accountable for delivering inclusion and diversity goals and objectives
We believe this level of focus and commitment will ensure a positive impact on our wider gender representation in the longer term.
Jill Ross
CEO
McCurrach UK
APPENDIX – HISTORICAL GENDER PAY GAP DATA
2020
|
DATA |
|
|
Mean Gender Pay Gap |
6.9% |
|
Median Gender Pay Gap |
9.1% |
|
Mean Gender Bonus Gap |
7.1% |
|
Median Gender Bonus Gap |
24.1% |
|
% Male employees receiving a Bonus |
59% |
|
% Female employees receiving a Bonus |
41% |
2019
|
DATA |
|
|
Mean Gender Pay Gap |
4.4% |
|
Median Gender Pay Gap |
4.4% |
|
Mean Gender Bonus Gap |
-15.1% |
|
Median Gender Bonus Gap |
17.4% |
|
% Male employees receiving a Bonus |
48.7% |
|
% Female employees receiving a Bonus |
40.5% |
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