Gender Pay Gap
All organisations employing over 250 people are required to report annually on their gender pay gap. The gender pay gap is defined as the differences in the average earnings of men and women over a standard period, regardless of their role seniority.
At Focus Group we recognise that the success of our business depends on our people
Focus Group are committed to the principle of equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability.
At Focus Group we recognise that the success of our business depends on our people. Our staffing policy is simple, find good people and keep them. Operating from a place of complete authenticity is at the heart of Focus Group and we want to continue to be recognised as a company that cares about doing things right, that values its people, that encourages fun and allows its people to bring their whole selves to work.
However, we operate in an industry that is traditionally male dominated, both in the technical, engineering and software development roles which tend to command higher salaries, and the sales roles which deliver significant commission income.
Commentary – as at 05 April 2023
- The mean hourly rate for men is 15% higher than for women
- The mean hourly rate for men is 15% higher than for women
- The median hourly rate for men is 10.5% higher than for women
- The average bonus for men is 8% more than women (excluding commission)
- The median bonus for women is 12.5% higher than men (excluding commission).
We recognise there is progress to be made in closing the gender pay gap. We are committed to providing a fair and inclusive workplace for all our employees and this remains a key pillar of our strategy moving forward. Our community groups are now embedded into our culture, and these help us to be conscious of the impact we have on others, our environment, our communities, and will help to sustain our culture and drive diversity and inclusion across the business.
The summary tables below show:
- Our mean and median gender pay gap (based on hourly rates of pay at a snapshot date of 05 April 2023) and bonus and commission pay gap (based on bonuses paid over a 12-month period ending 05 April 2023);
- The gender distribution across 4 equally divided quartiles and;
Gender Pay Gap
|
Mean |
15% |
|
Median |
10.5% |
|
Mean Bonuses |
68.1% |
|
Median Bonuses |
0% |
|
Median Bonuses (Excl. Commission) |
-12.5% |
|
Mean Bonuses (Excl. Commission) |
8% |
Pay Quartiles
|
|
Male |
Female |
|---|---|---|
|
Top Quartile |
82.3% |
17.7% |
|
Upper Middle Quartile |
69.3% |
30.7% |
|
Lower Middle Quartile |
63% |
37% |
|
Lower Quartile |
62% |
38% |
2023/2024 Report
Since last reporting our gender pay gap, the headcount has increased by 57%. With that, the mean gender pay gap has increased by 2.2% and the median gender pay gap increased by 2.9%.
The gap between females and males who received a bonus, including commission payments, has closed by 4%.
The gender pay gap reporting requires that commission is included in the bonus figures, creating a mean gap of 68.1%, which is a decrease of 4.2% from the previous year. Commission plays a huge part in the disparity of bonus’ paid to men and women at Focus as the majority of our Sales roles are occupied by males. Excluding commission from the bonus payments, the mean gap falls to 8%.
It also means the gap between females and males who received a bonus payment is less than 1%. This gap has closed by 21.21% from the previous reporting year.
The median gender pay gap for bonus pay excluding commission has closed by 5.7% with females receiving 12.5% more.
The number of women in the lower pay quartile has decreased and the number of women in both the lower middle and upper middle pay quartiles has increased. This is due to women being internally promoted to higher level roles.
I declare that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
