Gender pay gap reporting
In 2018 the UK Government introduced a new legislation that all employers with over 250 employees are required to publish the gender pay ratio of their total UK business on an annual basis each April, for the previous year. This includes reporting on the gender pay gap and gender bonus gap (mean and median results), as well as the proportion of males and females receiving a bonus and the proportion of males and females in each quartile pay band.
It is important to note that gender pay gap is not the same as assessing equal pay. Gender pay gap reports average pay rates of men and women across an organisation, regardless of role or grade level.
This document has been developed in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and reports employee data for Mölnlycke UK correct as at 5th April 2020.
The data below clarifies the gap between male and female pay and bonus earnings in the reporting period. The mean is the pure average of the data. The median is the midway point of the data when listed from top to bottom.
In summary, our gender pay gap has more than halved over the past four reporting years and our gender bonus gap (mean) has reduced by a third.
Mölnlycke UK overall gender pay and bonus gap results (including employees in international roles and global functions)
In the past four reporting periods (from 2017 to 2020):
- the mean overall gender pay gap for the UK as a whole has reduced by 11% to 7% and our median gap has reduced by 29% to -3%, that is we no longer have a median gender pay gap. This data is based on hourly rates of pay as at the ‘snapshot date’ of 5th April 2020
- The gender bonus gap has reduced by 15% to 33% (mean) and the median has remained consistent at 61%
- The proportion of males and females receiving a bonus in the pay period is male 47% and female 68%
UK Commercial and UK Manufacturing gender pay and bonus gap results
- There is no longer a mean or median gender pay gap for these core UK teams
- The gender bonus gap has reduced by 5% to 23% (mean)
The percentage of male and female employees by pay quartile:
|Lower (lowest 25%)||50.7%||49.3%|
|Lower Middle (25-50%)||40.3%||59.7%|
|Upper Middle (50-75%)||41.8%||58.2%|
|Top (highest 25%)||42.4%||57.6%|