Gender Pay Gap Reporting

At Bionic, we believe that diversity makes a business stronger and that our teams are at their best when everyone feels safe to bring their whole self to work.  We continue to be committed to promoting equal opportunities for growth and development and ensuring equality of pay for all colleagues performing the same roles.  ​

We ensure this using our sales progression salary and commission banding and structures for our sales roles, which are reviewed and updated regularly.  These progression plans support our teams as they grow their career as well as providing an objective framework for all colleagues to progress equally. ​

Our sales roles attract more male than female applicants, and whilst we are working hard to encourage women into this exciting role, we still have a sales population that is predominantly male.​

​This impacts our gender pay results, in that our sales colleagues earn monthly commissions.  We do have a good proportion of women across the organisation and many are in senior positions.  These roles tend to be eligible for our annual bonus scheme rather than commission.  The resulting impact at our snapshot date gave us a bonus gap of 42% mean and 39% median in favour of men. ​

​It also impacted total earnings with on average men having a 10% mean gender gap and  a 15% gap at the median.​

​Bionic is committed to attracting and retaining more women across the business, to both address this gap and to access these talented individual across our business.​

​We confirm that our data is accurate and has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Information) Regulations 2017.​