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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.

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 5th April 2021

  • The mean hourly rate for men is 16.4% higher than for women
  • The median hourly rate for men is 11.5% higher than for women
  • The average bonus for men is 4.5% more than women (Excl. commission payments)
  • The proportion of women receiving bonuses is 11.3% more than men (Excl. commission payments)

We recognise that we still need to make progress 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 5 April 2021) and bonus and commission pay gap (based on bonuses paid over a 12-month period ending 5 April 2021);
  • 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 2021).

Gender Pay Gap

Mean

16.4%

Median

11.5%

Mean Bonuses

76.1%

Median Bonuses

45.3%

Median Bonuses (Excl. Commission)

7.9%

Mean Bonuses (Excl. Commission)

-6.1%


Pay Quartiles

Male

Female

Top Quartile

81.6%

18.4%

Upper Middle Quartile

69.3%

30.7%

Lower Middle Quartile

60.6%

39.4%

Lower Quartile

62%

38%


Bonuses & Commission

Proportion of Male Staff receiving Commission

42.6%

Proportion of Female Staff receiving Commission

24.6%

Proportion of Male Staff receiving bonuses (Excluding commission)

44.5%

Proportion of Female Staff receiving bonuses (Excluding Commission)

58.7%

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 76.1% and 45.3% respectively. With most 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 -6.1% and 7.9%. Since 2020 we have had an influx of women into our sales team, and this has seen the Mean and Median bonus gaps decrease.

The number of women in the top quartile has increased since last year and is now 18.4%, whilst the number of women in the lower quartile has decreased and is now 38%. This is due to more women being interested in joining higher paid roles and more women being internally promoted to higher level positions. There has also been a 19% increase in the proportion of women receiving bonuses.

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

Chris Goodman signature

For more information please call us on 0330 024 2000