Gender Pay Gap Report 2020
Walnut Unlimited Gender Pay Report April 2020
| Difference in mean pay | 12% | |
| Difference in median pay | 12.2% | |
| Difference in mean bonus pay | 67.5% | |
| Difference in median bonus pay | 25.8% | |
| Percentage of employees who received bonus pay | Men 17.7% | Women 9.4% |
| Number of men / women in the quartile pay bands | Men | Women |
| Upper quartile Upper middle quartile Lower middle quartile Lower quartile | 48.4% 32.3% 30% 30% | 51.6% 67.7% 70% 70% |
The mean gender pay gap for 2020 is 12%, which is a reduction of 9.5 percentage points from 2019. However, this figure needs to be taken in the context of the cost reduction measures that Walnut Unlimited applied as a result of the Covid-19 pandemic. 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 the requirements of assignments. The proportion of field and call centre workers by gender makes a large difference to the median as in 2019 48% of females were workers compared to just 26% of our males. The data for 2020 only included monthly paid employees, as all of the fortnightly paid field and call centre workers were on furlough. In addition, there were a mix of voluntary short term salary reductions and reductions in working hours for some monthly paid employees. As well as explaining the difference in the mean gender pay gap, these cost reduction measures can also explain the 8.3 percentage point difference between the median gender pay gap of 12% for 2021 and 20.3% for 2019. If we compare the data for 2020, with the data for monthly paid employees in 2019, then there is an increase of 0.2 percentage points (12% versus 11.8%) for mean pay and an increase of 8.9 percentage points for median pay (12.2% versus 3.3%). However, as above, this has to take into account the voluntary reductions to working hours for some monthly paid employees which will have had an impact on the reference numbers. In summary we are not able to provide a like for like comparison of the gender pay gap for 2019 and 2020 due to the necessary cost reduction measures that were taken as a result of the global pandemic. However, we remain committed to reducing our gender pay gap and we will continue to monitor our gender pay gap data, now that the cost reduction measures have ceased, in an effort to close the gap over time. |
Walnut Gender Pay Report April 2020 For monthly paid only
| Percentage of employees who received bonus pay | Men 84% | Women 86% |
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