Mean and Median Results
|Gender pay gap (Mean)||16.3%|
|Gender pay gap (Median)||6.8%|
|Bonus gender pay gap (Mean)||37.1%|
|Bonus gender pay gap (Median)||22%|
The proportion of male employees earning bonus
The proportion of female employees earning bonus
Quartile gender splits
|Quartile||% Male||% Female|
Gender pay gap (Mean)
Similarly, to last year, the overall gender pay gap (Mean) is driven primarily by the higher paid specialist and executive roles within the business largely being occupied by male employees. However, there have been a number of changes in the business which have led to a reduction in the Gender Pay Gap and we are pleased to report an improvement from 24% last year to 16.3% this year. We remain committed to improving this and will continue to focus on delivering this in coming years. When looking at comparable roles in the business Crussh pays equal amounts regardless of gender, as we are committed to having a diverse and inclusive workforce. We are also in line with all legal obligations under the Equal Pay Act 2010.
Gender pay gap (Median)
The median pay gap has also reduced this year in line with the mean pay gap, from 8% last year to 6.8% this year. We will continue to focus on driving this towards parity over coming years.
Bonus gaps (Mean & median) & proportion of employees receiving bonus
For the period 51% of men, and 59% of women received bonus payments. However, we saw some significant changes to our bonus structures this year which introduced changes relating bonus payments to a percentage of the employees salary based on defined and measurable performance, offering increased clarity and fairness for employees. Given the higher paid roles in our business and larger stores are occupied by males, this has led to a Mean bonus pay gap of 37%, and a median of 22%. These are higher than last year and addressing this will be a focus for the year ahead.
Proportion of men and women in each quartile
Crussh remains a diverse and balanced employer, with a slightly higher proportion of women overall. This appears to be as the roles which we have in abundance attract more female employees, as opposed to male. The higher proportion of women supports the findings that it is a few higher hourly paid male executives, or longer serving male employees, whose earnings are driving these statistics.
Summary of findings
Crussh is in line with our legal obligations surrounding the Equal Pay Act 2010 and is generating a slightly weighted pay gap in favour of men due to the gender of the higher paid executives being predominately male. However, we are pleased to have improved our gender pay gap against last years report, and we will continue to focus on reducing this over coming years. We remain committed to eliminating our Gender Pay Gap, and are proud to offer comparable pay for comparable roles to all employees, irrespective of gender or other distinguishing factors.
I confirm the above data is true and accurate.
Crussh Fit Food and Juice Bars