Gender Pay Gap Report 2019
| Difference in mean pay | 21.5% | |
| Difference in median pay | 20.3% | |
| Difference in mean bonus pay | 75.5% | |
| Difference in median bonus pay | 22.2% | |
| Percentage of employees who received bonus pay | Men 14% |
Women 6% |
| Number of men / women in the quartile pay bands | Men | Women |
| Upper quartile Upper middle quartile Lower middle quartile Lower quartile |
38.5% 30.8% 9.6% 25.5% |
61.5% 69.2% 90.4% 74.5% |
| We are pleased to announce a reduction of 12.9 percentage points in our reported gender pay gap results 2019 vs 2018.
Walnut Unlimited has two main sets of staff: office-based employees and fortnightly paid field and call centre workers who work on a flexible basis to suit their personal circumstances and requirements of assignments. The proportion of field and call centre workers by gender makes a large difference to the median as 48% of females were workers compared to just 26% of our males. The field and call centre workers have a pay structure in place which reflects enhancements depending on the day of week or time of day worked, complexity of the assignment and whether they provide supervision of colleagues. The pay structure is applied consistently for all genders. When we consider office-based employees in isolation, where salaries are more varied depending on skill level, it shows a median difference of 3.3%. |
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Walnut Gender Pay Report April 2019 For monthly paid only
| Difference in mean pay | 11.8% | |
| Difference in median pay | 3.3% | |
| Percentage of employees who received bonus pay | Men 85% |
Women 72% |
| Number of men / women in the quartile pay bands | Men | Women |
| Upper quartile Upper middle quartile Lower middle quartile Lower quartile |
46.7% 23.3% 30% 34.5% |
53.3% 76.7% 70% 65.5% |
| We continue to monitor our gender pay gap data in an effort to close the gap over time. | ||
| 2018 Report | ||