Below shows our gender pay gap report for 2018, 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 5,996 full pay relevant colleagues as of April 2018, of which 25% were male and 75% female.
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 20.49%
The median gender pay gap is 4.19%
Lowest quartile: Male: 39.01%; Female: 60.99%
2nd quartile: Male 6.75%; Female: 93.25%
3rd quartile: Male: 14.5%; Female: 85.5%
Highest quartile: Male: 40.08%; Female: 59.92%
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.
5.52% of female colleagues received a 'bonus'.
5.96% of male colleagues received a 'bonus'.
The mean gender pay gap in 'bonus' is 35.35%
The median gender pay gap in 'bonus' is 0%
21 March 2019
"Our gender pay gap reporting continues to mirror similar Pharmacy / retail organisations in that we have a disproportionate number of women in our lowest paid roles. We will continue to explore this data further to identify any potential barriers to progression for women into our managerial roles, to allow us to take positive action to break them down. We have a strong gender balance of men and women at our Board and senior leadership levels, and this is something we are keen to encourage in managerial roles throughout Well to better reflect our diverse workforce."