The gender split taken on the snapshot date of 5th April 2019 is:
The table below shows the overall median and mean gender pay gap as well as the gender bonus gap, based on hourly rates of pay of those employed on the snapshot date of 5th April 2019 and bonuses paid in the year to 5th April 2019:
|Median %||Mean %|
|Gender Pay Gap||-13.7%||19%|
|Gender Bonus Gap||4.7%||47.3%|
Dermalogica gives all employees, male and female, the chance to earn a bonus each year. Therefore the proportion of each gender paid a bonus is 100%.
The table below sets out the proportion of females and males in each pay quartile band:
|Quartile||Female %||Male %|
The gender pay gap among full-time employees stands at 8.9% which is little change from the previous year, the Office for National Statistics (ONS) has reported. This means, the average female full-time employee now earns 8.9% less than the average man.
Our mean pay gap of 19% means we have had an increase from the previous year, we believe this is due a number of senior female employees leaving the business and in additional a number of new male senior employees joining the business.
The median female average rate of pay however is still higher than then median male rate of pay. This has decreased by 1.9% compared to last year but is higher due to the following reasons:
The average male bonus is higher than the average female bonus and has increased compared to last year. This is influenced upwards in the statistics by the highest bonused employee being our General Manager who is male and by another new senior team member who is also male having joined the business. However the median bonus is not much higher for males compared to females.
This identifies the proportions of males and females in each pay quartile. Whilst female employees make up 85% of the workforce, there is not a consistent 90-10 equal demographic in each quartile.
The majority of female employees sit in the middle two quartiles of pay and occupy 5 of the top 10 roles by base pay. Male employees are more represented in the lower and upper quartiles.
We confirm that the information and data reported above is accurate and in line with the UK governments Equality Act 2010 (Gender Pay Information) Regulations 2017.