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. However, 63% of dispensers are still male, a proportion that will only fall slowly as female dispensers have a lower average length of service, offsetting the fact that the trainee dispenser gender split is broadly equally balanced when they start. The second largest group, branch receptionists, have variable basic pay, primarily to cope with regional differences but a standard productivity scheme 97% of receptionists are female; the imminent change of job title might help stimulate more male applicants.

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

  • Male dispensers are, on average, significantly more productive than 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 very senior, very long serving individuals, all of them male. This is perhaps a “generational” aspect that will change with time. The most recent Board appointment, 2 years ago, is female and younger than her Board colleagues. The Company is 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 2017 Results:

Mean gender pay gap in hourly pay

Median gender pay gap in hourly pay
Mean bonus gender pay gap
Median bonus gender pay gap
Proportion of males and females receiving a bonus payment
Males 84%, Females 89%
Proportion of males and females in each pay quartile
Upper: Male 75%, Female 25%
Upper middle: Male 44%, Female 56%
Lower middle: Male 15%, Female 85%
Lower: Male 25% Female 75%