Gender Pay Gap Reporting
At Bionic, we believe that diversity makes our business stronger. We are proud to have colleagues from different backgrounds, bringing perspectives, skills, and experiences to our organisation. We remain committed to promoting equal opportunities for growth and development, and to ensuring fair and equal pay for all colleagues performing the same roles.
We’re pleased to see that the proportion of men and women receiving a bonus payment in the review period is broadly balanced, with 69% of men and 60% of women at Bionic receiving a bonus over the 12-month period.
How do we ensure equal pay?
We use pay frameworks and a sales progression scheme with associated commission banding and structures for our sales roles (59%), 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 gender pay results
Our sales roles attract more male than female applicants, and we have active programmes in place to target female candidates for this exciting role, working hard to redress the balance of our sales population that is predominantly male. These programmes are delivering good progress, and the percentage of women in sales has increased from 17% to 23% over the last 12 months.
In non-sales roles, representation has declined slightly, from 47% to 44%. To address this reduction, we will be monitoring our ongoing gender balance, focusing on a balanced short list of candidates for new or replacement roles. Across different levels of the organisation, the representation of men and women reflects the overall gender split of our employee base, although we see some reduction in female representation through the quartiles reported. We remain committed to improving gender representation across all levels of our workforce and will be leveraging our talent management processes and internal pay and promotion governance processes to support that commitment.
Our gender pay results are influenced by the way we reward colleagues in different roles, with sales colleagues earning monthly commissions directly linked to the revenue they generate. Many of our women, including those in senior positions, are instead eligible for our annual bonus scheme, which is tied to companywide profitability targets. The impact at our snapshot date gave us a bonus gap of 42.46% mean and 57.19% median in favour of men.
The bonus gap impacted total earnings, with men on average earning 12.37% more than women (mean pay gap), and a 12.53% gap at the median. Our gap is higher than the UK national average, which currently stands at 9.8% according to the BBC (up from 9.4% previously).
We remain committed to closing that gap through our action plans; attracting, retaining and promoting female talent across Bionic.
Recruiting for and recognising the skills our talented Bionic colleagues bring, whatever their gender or background, is fundamental to our success at Bionic. We are committed to creating an organisation where everyone is welcome and where reward and recognition reflect colleague contribution, and is fair and balanced for all.
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.
