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Our statement about gender pay gap equality
InsureandGo are committed to having a diverse workforce that reflects the country’s demographics and the local workforce in the locations where we operate.
We’re an equal opportunities employer and we believe that gender pay equality is an important goal for us to aspire to – and we intend to achieve this goal over the medium to long term.
Here are our 2018 figures, which are based on a period of 12 months up to 28 March 2018.
Our headcount on the 1st March 2018 was 264.
Hourly gender pay gaps (males vs females)
The gender pay gap is the difference (mean and median) between the hourly rate of pay of male relevant employees and that of female relevant employees. This is expressed as a percentage of the hourly rate of pay paid to male relevant employees.
The relevant periods for the figures below are the twelve months up to 5 April 2017 and the twelve months up to 28 March 2018.
2017 mean 10.36%
2017 median -2.64%
2018 mean 9.75%
2018 median 2.13%
Gender bonus gap (males vs females)
The gender bonus gap is the difference (mean and median) between the bonus paid to male relevant employees and that paid to female relevant employees over the ‘relevant bonus period’. This is expressed as a percentage of the bonus paid to male relevant employees. The ‘relevant bonus period’ is the period of 12 months ending on 5th April 2017. For the 2018 figures, the relevant period is the twelve months up to 28th March 2018.
Employees who work part-time receive their bonuses on a pro rata basis, but the calculation for the gender bonus gap doesn’t allow any adjustment to bring these bonuses back to their ‘full time equivalent’ level.
2017 mean 12.0%
2017 median 6.6%
2018 mean 22.5%
2018 median -4.1%
The proportion of employees who received a bonus
The proportion of relevant employees (male and female) who received a bonus payment is expressed as a percentage of all relevant employees (male and female) in InsureandGo during the period of 12 months ending on 5th April 2017. For the 2018 figures, the relevant period is the twelve months up to 28th March 2018.
The percentage of males and females in each quartile of the pay distribution
This information reflects the proportion of male and female relevant employees in four quartile pay bands i.e. upper (Q1), upper middle (Q2), lower middle (Q3) and lower quartile (Q4). The quartile bands are established by ranking all relevant employees (male and female) from the lowest hourly rate of pay to the highest hourly pay rate of pay and dividing the entire workforce into four equal parts. Once the quartiles have been defined, the proportion of male and female employees in each quartile band is calculated as a percentage of the relevant employees in that pay band.
“I confirm that the figures in the company’s disclosure are accurate and have been correctly calculated in accordance with the UK Government’s gender pay gap reporting requirements, as outlined in the relevant legislation.”
General manager – UK