| Gender Pay Gap | 2018 | 2017 |
|---|---|---|
| Mean gender pay gap (hourly pay) | 38% | 31% |
| Median gender pay gap (hourly pay) | 43% | 35% |
| Mean bonus gender pay gap | 60.58% | 50% |
| Median bonus gender pay gap | 29.79% | 33% |
| Proportion of males & females receiving a bonus | Male: 31% Female: 35% | Male: 37% Female: 46% |
Proportion of males & females in each pay quartile
| Gender | Upper Quartile | Upper Middle Quartile | Lower Middle Quartile | Lower Quartile |
|---|---|---|---|---|
| Male | 25% (26%) | 12% (12%) | 6% (6%) | 6% (8%) |
| Female | 75% (74%) | 88% (88%) | 94% (94%) | 94% (92%) |
At Vets Now, we pride ourselves on ensuring our people are at the heart of our culture and values. We continue to advocate equality in all aspects of our business. And whilst the results of our latest Gender Pay Review has identifies an increase in our gender pay gap, we remain 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 work to salary bandings, 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 etc.
Our Operating Board continues to be 90% female. Furthermore, since our last Gender Pay Gap review we have an even higher percentage of women within our company, 88% are female and 12% are male.
Our reported gender pay gap, therefore, continues to reflect an under representation of men in more lower paid positions, such as Animal Care Assistants, Receptionists, Clinic Administrators etc. At present, 30% of our entire workforce make up these job roles and over 90% 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. With this in mind, it is clear that in order for us to narrow our gender pay gap, we must continue to focus on this area of our business and seek to employ more men into these positions to achieve a better gender balance at all levels within the organisation.
Overall, we will continue to be passionate about ensuring fairness and equality within our business and will utilise our gender pay gap figures in order to direct positive changes moving forward.
Mark Ross
Chief Executive