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Gender Pay Reporting

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, without gender bias.

At the snapshot date (April 2020) Hidden Hearing recorded a headcount of 516, 57% of whom were female.  

The largest single group of employees continues to be our Registered Hearing Aid Dispensers (129 employees) of whom 59% are male.  Dispensers are paid according to one of two standard packages, both of which have standard basic and standard productivity criteria, the second of which (less costly) replaced the first for all dispensers registering after April 2017.  The 2020 figures show that the % of female dispensers has increased from 39% - 41% compared to last year. However, female dispensers still have a lower average length of service (see fig.1) which are therefore disproportionately on the new package.

Gender length of service graph Hidden Hearing

The Trainee Hearing Aid Dispenser programme continued to attract a good gender mix and in 2020 for the first time, the gender split was 60:40 female/male. 
 
The Operating Manager Group (sales) is a little over 50% female. 

The second largest group of staff, Branch Coordinators have variable basic pay, which is benchmarked against regional comparative roles.  There is a standard productivity scheme.  97% of Branch Coordinators are female.  There has been no change to this % despite a change in role title from Receptionist to Coordinators in an attempt to attract a more even gender mix.

The mathematical gap reported is driven by two further facts:

  • Male dispensers are, on average, significantly more productive than their female equivalents and are paid accordingly.  There is only one female dispenser among the top 12 sales people (12th).
  • 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, 5 years ago, was female and younger than her Board colleagues.  The Company remains mindful of the need for gender balance all the way up the pyramid.

Looking at the Upper quartile pay range there is an increase in the % of females appearing in the top 25% of earners (from 34% - 36%).  

We are pleased to see more balance in the upper quartile and are aware that the figures reflect a higher % of women in traditionally lower paid administrative roles.

We continue to work to close the Gender Pay Gap by:

  • using structured interviews with grading to ensure a fair and consistent process
  • recruitment training for managers including cognition of potential unconscious bias
  • extending the use of flexible working options to both male and female employees including hybrid working

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

2020/21 Reporting year

Percentage of men and women in each hourly pay quarter

  Men Women
Upper hourly pay quarter 64% 36%
Upper middle hourly pay quarter 47% 53%
Lower middle hourly pay quarter 14% 86%
Lower hourly pay quarter 26% 74%

 

Mean and median gender pay gap using hourly pay

 Mean gender pay gap using hourly pay 20%
Median gender pay gap using hourly pay 31%

 

Percentage of men and women who received bonus pay

  Men Women
Percentage of men and women who received bonus pay 100% 100%

 

Mean and median gender pay hap using bonus pay

Mean gender pay gap using bonus pay 75%
Median gender pay gap using bonus pay 56%

 

Employee headcount

 Number of employees used to establish your headcount for gender pay gap reporting, on your snapshot date 500 to 999

 

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