Gender pay gap reporting
In 2018 the UK Government introduced a new legislation that all employers with over 250 employees are required to publish the gender pay ratio of their total UK business on an annual basis each April, for the previous year. This includes reporting on the gender pay gap and gender bonus gap (mean and median results), as well as the proportion of males and females receiving a bonus and the proportion of males and females in each quartile pay band.
It is important to note that gender pay gap is not the same as assessing equal pay. Gender pay gap reports average pay rates of men and women across an organisation, regardless of role or grade level.
This document has been developed in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and reports employee data for Mölnlycke UK correct as at 5th April 2021.
The data below clarifies the gap between male and female pay and bonus earnings in the reporting period. The mean is the pure average of the data. The median is the midway point of the data when listed from top to bottom.
In summary, our gender pay gap has reduced by over a third, over the past five reporting years and our gender bonus gap (mean) has remained consistent.
Mölnlycke UK overall gender pay and bonus gap results (including employees
in international roles and global functions)
In the past five reporting periods (from 2017 to 2021):
- The mean overall gender pay gap for the UK as a whole has reduced by 6% to 12% and our median gap has reduced by 22% to 4%. This data is based on hourly rates of pay as at the ‘snapshot date’ of 5th April 2021.
- The gender bonus gap has remained consistent at 48% (mean) and the median has reduced by 29% to 31%.
- The proportion of males and females receiving a bonus in the pay period is male male 48% and female 71.5%.
UK Commercial and UK Manufacturing gender pay and bonus gap results
- There is no longer a median gender pay gap for these core UK teams, and a mean gap that has reduced by 7% to 4%, over the previous five years.
- The gender bonus gap has increased to 48% (mean).
The percentage of male and female employees by pay quartile:
|Lower (lowest 25%)||40.8%||59.2%|
|Lower Middle (25-50%)||45.8%||54.2%|
|Upper Middle (50-75%)||43.8%||56.3%|
|Top (highest 25%)||41.7%||58.3%|