Gender Pay Gap Review 2021

Mean gender pay gap (hourly pay)31.54%33.41%34.06%38%31%
Median gender pay gap (hourly pay)37.13%47.39%42.65%43%35%
Mean bonus gender pay gap40.83%48.69%77.43%60.58%50%
Median bonus gender pay gap20.97%20.94%31.03%29.79%33%
Proportion of males & females receiving a bonusMale: 65.11%
Female: 75.03%
Male: 70.83%
Female: 89.10%
Male: 37.55
Female: 60.14%
Male: 31%
Female: 35%
Male: 37%
Female: 46%

The proportion of males & females in each pay quartile

Upper Quartile24%76%28%72%28%72%25%75%26%74%
Upper Middle Quartile10%90%14%86%13%87%12%88%12%88%
Lower Middle Quartile5%95%4%96%5%95%6%94%6%94%
Lower Quartile12%88%10%90%8%92%6%94%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 regard to pay. For the majority of our roles, we work to salaries that are benchmarked at local rates, all of which are applied regardless of gender etc. There are, of course, other factors that can impact salaries such as the geographical location of clinics/hospitals, profitability and caseload of the clinic/hospital, and professional qualifications.

Currently, over 89% of our employees are female and we are rightly proud that 80% of the directors on our Operating Board are female. Our reported gender pay gap, therefore, does not reflect the underrepresentation of female staff in senior roles, but rather an under presentation of men in 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 91% of our employees holding these roles are female.

Normally there are substantially fewer males applying for these roles resulting in fewer males being employed in them. This matter has impacted 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. Although small, we are encouraged by the improvements made this year compared to the previous 3 years, however, it is clear that in order for us to narrow our gender pay gap further, 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.

Tricia Colville
Chief Operating Officer