xs

sm

md

lg

xl

Gender Pay Gap

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.

Operating as a meritocracy, we believe in recruiting and developing diverse talent irrespective of gender to ensure we benefit from people’s experiences allowing greater innovation, increasing creativity and encouraging different perspectives. 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 also the sales roles which deliver significant commission income.

Commentary – as at 5th April 2020

  • The mean hourly rate for men is 14.5% more than for women
  • The median hourly rate for men is 11.7% more than for women
  • The average bonus for men is 17.8% more than for women (Excl. commission payments)
  • The proportion of women receiving bonuses is 6.2% more than men (Excl. commission payments)

We recognise that we still have more work to do to reduce the gender pay gap but we remain committed to providing a fair and equitable workplace for all of our colleagues. It is difficult to draw a comparison in the statistics to the previous year due to an internal restructure and separating out of individual trading divisions but this year gives us a baseline from which to measure.

As we continue to grow, our recently launched community groups will 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 5 April 2020) and bonus and commission pay gap (based on bonuses paid over a 12 month period ending 5 April 2020);
  • 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 2020).

Gender Pay Gap

Mean

14.5%

Median

11.7%

Mean Bonuses

80.1%

Median Bonuses

53.5%

Median Bonuses (Excl. Commission)

17.8%

Mean Bonuses (Excl. Commission)

11.4%


Pay Quartiles

Male

Female

Top Quartile

82.7%

17.3%

Upper Middle Quartile

72.40%

27.6%

Lower Middle Quartile

51.50%

48.5%

Lower Quartile

55.1%

44.9%


Bonuses & Commission

Proportion of Male Staff receiving Commission

49.0%

Proportion of Female Staff receiving Commission

24.3%

Proportion of Male Staff receiving bonuses (Excluding commission)

33.5%

Proportion of Female Staff receiving bonuses (Excluding Commission)

39.7%

Commission payments play a big role in the apparent disparity in levels of bonus paid to men and women at Focus. The gender pay gap reporting requires that commission be included in the bonus figures, creating mean and median gaps of 80.1% and 53.5% respectively. With over 85% of our sales team being men, the commission figures create a huge disparity, but once commission payments are excluded, the mean and median gaps fall to 17.8% and 11.4%. Since 2020 we have had an influx of women into our sales team and we expect to see this close the gap in this area.

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

Chris Goodman | Co-Founder & Director

For more information please call us on 0330 024 2000


 
We use cookies to improve your experience on our websites and for advertising. Privacy Statement