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