Below shows our gender pay gap report for 2017, in line with our statutory requirement, which Well both supports and welcomes as part of our wider diversity and inclusion agenda.
This report represents all 7,314 relevant colleagues as of 5 April 2017, of which 25% were male and 75% female. 5,839 colleagues were identified as full pay relevant employees, of which 514 received a 'bonus' on the prior 12 months, as defined by the guidelines.
This report identifies Well's gender pay gap between males and females employed; it does not compare salaries of males and female undertaking like for like roles (equal pay).
This report identifies the ‘mean’ pay gap as the average hourly salary and 'median' as the pay per hour based on the colleagues in the middle of distribution. Our gender pay gap is represented as a % of the hourly rate of male employees.
The mean gender pay gap is 19.7%
The median gender pay gap is 1.2%
Lowest quartile: Male: 46.2%; Female: 53.8%
2nd quartile: Male 4.0%; Female: 96.0%
3rd quartile: Male: 16.4%; Female: 83.6%
Highest quartile: Male: 39.7%; Female: 60.3%
These figures align to our expectations; 75% of our female colleagues work in our store colleague roles (e.g. Health Care Assistant, Pharmacy Assistants, Pharmacy Technicians). Our pay gap is therefore driven by the structure of our workforce.
6.9% of female colleagues received a 'bonus'.
10.6% of male colleagues received a 'bonus'.
The mean gender pay gap in 'bonus' is 66.5%
The median gender pay gap in 'bonus' is 66.1%
15 February 2018
"Our gender pay gap reporting shows a disproportionate number of females in our store colleague roles and a disproportionate number of males in our driver roles, and whilst I believe that this is aligned to similar retail businesses we will review our job profiles and adverts to ensure there is no intentional gender bias. We will also commit to completing a full audit of gender balance on our career development programmes available to all head office, field and store colleagues. These steps will encourage female representation throughout our workforce and in our managerial roles."