Gender Pay Gap Report 2022
This report outlines our performance on Gender Pay for our colleagues as of April 2021 and our continuing areas of focus to ensure improvements in the balance of men and women within the company.
Introduction
At Dexters we pride ourselves on the way we treat our colleagues. We start from the principle that we want people to spend their careers with us, and work relentlessly to keep this promise.
We invest over ten times the industry average in coaching and developing our talented team and as a result over 90% of our managers have been promoted from within, something of which we’re incredibly proud. We also strive to create a workplace that is vibrant, fun and fulfilling and that is diverse and inclusive. We recruit from a pool of talent across London and succeed due to our local teams who are passionate about consistently delivering excellent customer service.
We regularly monitor pay externally as well as reviewing pay at all levels internally to ensure it is equal and non-discriminatory for the same or similar roles. We are totally fair and we remain consistent in our approach ensuring equal pay.
Salary bands and grades are exactly the same for men and women in administration and support roles. A large proportion of our roles are fee earning and have variable pay made up of base pay, commission or bonus payments. The principles are transparent and gender neutral and therefore any difference in the variable component of pay is solely attributable to the difference in sales performance between individuals.
As part of our annual review of salaries we have reviewed all job categories and there are no anomalies for roles of the same level and job content.
Gender Pay Gap and our results
We are pleased to share that 53% of our roles are held by women, and in three out of the four pay quartiles we employ near equal or more women than men.
We continue with our strategy to pipeline more women at entry level as this is an acknowledged approach to help feed through more women to senior level positions, and through our efforts over the last four years, we have seen an impressive increase from 22% of our director roles held by women to 33% in 2021, and 40% of all manager roles.
Our mean gender pay gap of 31.8% is driven by structural matters rather than inequality in pay. 25% of our roles are administrative or hourly paid, and of these 88% are held by women. At the more senior level we have more men in senior fee earning roles at board director level, and we are working strenuously to address this imbalance.
We are pleased to report that looking at average pay in four quartiles, in three out of the four quartiles there is no or minimal pay gap.
In addition, we have seen a significant improvement in the upper quartile mean pay gap from 22.1% in April 2017 to 3.5% in April 2021 as we target that increasing numbers of our director level and above fee earning roles are held by women.