Hidden Hearing as a matter of stated policy and, more importantly, values, pays staff according to the role they fulfil and their productivity in it, with zero gender bias.

The largest single group of employees, Registered Hearing Aid Dispensers, are paid according to one of two standard packages, both of which have standard basic and standard productivity criteria, the second of which replaced the first for all dispensers registering after April 2017. The first standard package was introduced in 2010. The 2018-2019 gender pay gap data shows a 1% increase in female dispensers to 39% compared to last year. Female dispensers still have a lower average length of service, notwithstanding the fact that the trainee dispenser gender split is broadly 50:50 when they start on the programme.

The second largest group of staff, Branch Coordinators have variable basic pay, based on regional differences, but a standard productivity scheme. 97% of Branch Coordinators are female. Hidden Hearing had hoped that the change of job title from Branch Receptionist to Branch Coordinator may have helped in this regard, however, there has been no change.

In 2019, Hidden Hearing is reviewing its recruitment strategy, part of which will include regionally-based recruitment activity rather than a UK-wide approach. We expect that this will improve recruitment and may reduce the gender discrepancies that we currently have.

The mathematical gap reported above is driven by two further facts:

  • Male dispensers are, on average, significantly more productive that their female equivalents and are paid accordingly; they are managed directly by a broadly 50/50 male/female operating manager group.
  • Amongst the Board and Support Centre Managers, there are 7 senior and very long-serving individuals, all of them male. The most recent Board appointment, 3 years ago, is female and younger than her Board colleagues. The Company remains mindful of the need for gender balance all the way up the pyramid.

The Company actively analyses staff recruitment, training and turnover looking for gender and other diversity issues.

Our 2018 Results:

Mean gender pay gap in hourly pay
25%

Median gender pay gap in hourly pay
29%
Mean bonus gender pay gap
78%
Median bonus gender pay gap
81%
Proportion of males and females receiving a bonus payment
Males 100%, Females 100%
Proportion of males and females in each pay quartile
Upper: Male 71%, Female 29%
Upper middle: Male 44%, Female 56%
Lower middle: Male 15%, Female 85%
Lower: Male 23% Female 77%

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