2018 Statement

DDD Limited employ over 300 employees, and we are committed to fostering a diverse working environment that reflects the community we are part of. We strive to grow the talents within our business, and we work hard to make sure that everyone in our organisation has a voice.

We continue to place a high level of importance on equity in our business, and we are pleased to be able to share our second gender pay gap report.

Results for DDD

Our workforce continues to be fairly evenly split between males (45%) and females (55%) and despite a small year on year increase in our mean Gender Pay Gap, the gap at DDD is at the same level as the National average(8.60% versus 8.60% nationally). However, we acknowledge that there is a gap, and we are continuing to put measures in place to address this gap.

Underlying causes of the pay gap

We continue to monitor our pay structures to ensure that men and women are paid the same for the same job, and we are confident that this is being achieved.

Analysis of our pay gap shows that this is driven by two key factors:

  • Firstly, a number of our female workforce work part time hours. We are committed to being a flexible employer, and we know that offering more flexible working patterns allows parents to juggle their work and home lives.
  • Secondly, our factory operatives are almost 1.7 times as likely to be women than men. These roles are the lowest paid area of the business. We are proud of our record of promoting both men and women from the factory floor to a wide variety of roles elsewhere in the business. We are also proud that we pay our factory operatives more than the UK National Minimum Wage.

Next steps

We continue to work on a variety of initiatives to reduce the pay gap – key activities include the following:

  • We are closely monitoring the salaries of our factory operatives, and have a plan to increase the pay rates over and above the statutory increases in the UK National Minimum Wage.
  • We have increased our investment in learning and development programmes to give women the chance to take on new roles and responsibilities within the business. Over 57% of the team leaders and managers currently attending our Leadership and Management Development Programme are female.
  • We continue to make it easier for women to re-enter the workforce after career breaks and periods of maternity leave, by being flexible with working patterns.
  • Finally, further work is planned to review and enhance our policies and practices so that we can create a family-friendly environment for all our employees.

We will continue to monitor and publish these results. 

 

Carl Atkinson

CEO

March 2019

 

DDD’s gender pay gap results 

April 2018 data

Employee Counts

 

Total males

127

Full pay males

127

Total females

157

Full pay females

152

Employee Pay Rates

 

Mean hourly rate for males

18.13

Mean hourly rate for females

16.57

Mean gender pay gap percentage

8.60

Median hourly rate for males

14.07

Median hourly rate for females

13.85

Median gender pay gap percentage

1.60

Employee Bonus Pay

 

Number of males who received bonus pay

9

Proportion of males who received bonus pay

7.1

Number of females who received bonus pay

13

Proportion of females who received bonus pay

8.3

Mean bonus pay for males

1,522.78

Mean bonus pay for females

1,029.54

Mean bonus gender pay gap percentage

 32.4

Median bonus pay for males

 1,300.00

Median bonus pay for females

 1,000.00

Median bonus gender pay gap percentage

 23.1

Lower Quartile

 

Number of males in lower quartile

 29

Proportion of males in lower quartile

 41.4

Number of females in lower quartile

 41

Proportion of females in lower quartile

 58.6

Lower Middle Quartile

 

Number of males in lower middle quartile

 33

Proportion of males in lower middle quartile

 47.1

Number of females in lower middle quartile

 37

Proportion of females in lower middle quartile

 52.9

Upper Middle Quartile

 

Number of males in upper middle quartile

31 

Proportion of males in upper middle quartile

 44.3

Number of females in upper middle quartile

 39

Proportion of females in upper middle quartile

 55.7

Upper Quartile

 

Number of males in upper quartile

 34

Proportion of males in upper quartile

 49.3

Number of females in upper quartile

 35

Proportion of females in upper quartile

50.7



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