| 2023 | 2022 | 2021 | 2020 | 2019 | |
|---|---|---|---|---|---|
| Mean gender pay gap (hourly pay) | 26.79% | 33.41% | 31.54% | 33.41% | 34.06% |
| Median gender pay gap (hourly pay) | 32.29% | 36.81% | 37.13% | 47.39% | 42.65% |
| Mean bonus gender pay gap | 62.37% | 41.96% | 40.83% | 48.69% | 77.43% |
| Median bonus gender pay gap | 16.91% | 7.32% | 20.97% | 20.94% | 31.03% |
| Proportion of males & females receiving a bonus | Male: 35.83% Female: 50.97% | Male: 44.93% Female: 54.67% | Male: 65.11% Female: 75.03% | Male: 70.83% Female: 89.10% | Male: 37.55 Female: 60.14% |
The proportion of males & females in each pay quartile
| Year | 2023 | 2023 | 2022 | 2022 | 2021 | 2021 | 2020 | 2020 | 2019 | 2019 |
|---|---|---|---|---|---|---|---|---|---|---|
| Male | Female | Male | Female | Male | Female | Male | Female | Male | Female | |
| Upper Quartile | 22% | 78% | 23% | 77% | 24% | 76% | 28% | 72% | 28% | 72% |
| Upper Middle Quartile | 8% | 92% | 9% | 91% | 10% | 90% | 14% | 86% | 13% | 87% |
| Lower Middle Quartile | 8% | 92% | 6% | 94% | 5% | 95% | 4% | 96% | 5% | 95% |
| Lower Quartile | 12% | 88% | 11% | 89% | 12% | 88% | 10% | 90% | 8% | 92% |
At Vets Now, our culture and values guide us in our decision making and ensure we always place people at the heart of our business. We strongly advocate equality in all areas of our business and for our teams. We are confident that women and men are paid equally when working in equivalent/comparable roles and that gender plays no part in our salary decision making.
We strive to ensure transparency and consistency in regards to pay. For the majority of our roles we have worked to benchmark salaries at local rates and develop clear parameters, all of which are applied regardless of gender etc. There are, of course, other factors which can impact on salaries such as geographical location of clinics/hospitals, profitability and caseload of the clinic/hospital, and professional qualifications. However, we are pleased that the impact of our benchmarking work over the past year is positively reflected in the significant reduction to our mean and median gender pay gap from last year.
Currently, over 88% of our employees are female and we are rightly proud that 89% of the directors on our Operating Board are female.
Our reported gender pay gap, therefore, does not reflect the under representation of female staff in senior roles, but rather an under representation of men in more lower paid positions, such as Animal Care Assistants, Receptionists, Clinic Administrators, Call Handlers etc. At present, 38% of our entire workforce make up these job roles and 89% of our employees holding these roles are female.
Normally there are substantially fewer males applying for these roles resulting in less males being employed in them. This matter has impacted on our gender pay gap since reporting began and we are pleased that representation in these roles has improved over the years decreasing from 99% in 2018.
Overall, we will continue to be passionate about ensuring fairness and equality within our business and will continue to focus on our salary benchmarking and parameters over the next year to continue to direct positive changes to our gender pay gap figures.
Tricia Colville
Chief Executive