Gender Pay Gap Report

These reports set out Limitless Digital Group Limited’s Gender Pay Gap statistics as required under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Please view our statements by clicking the below –

1. Purpose

This report sets out the gender pay gap statistics for Limitless Digital Group Ltd. in relation to the reporting year of 2021/2022.

2. Introduction

Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, LDG is legally required to report specified information relating to their gender pay gap on an annual basis.

The following information has been calculated in accordance with the Regulations and is legally compliant.

https://www.gov.uk/guidance/making-your-gender-pay-gap-calculations

3. The Gender Pay Gap

The gender pay gap is the difference between the average pay of men and women, expressed as a percentage. The gap is calculated across the entire workforce of an organisation.

The gender pay gap has many contributing factors which will differ from organisation to organisation, across sectors and across geographical locations. These factors may or may not be unlawful or discriminatory, guided by society or cultural aspects, or as a result of internal organisational practices.

It is crucial to our understanding of gender pay disparity to recognise that the gender pay gap is different to equal pay. Equal pay is where there is a discriminatory pay difference between men and women who carry out the same job, jobs rated as equivalent or work of equal value. The existence of a gender pay gap does not automatically give rise to any discrimination or equal pay matters.

4. The National Picture

Among all employees, the gender pay gap increased to 15.4%, from 14.9% in 2020, but is still down from 17.4% in 2019.

https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/genderpaygapintheuk/2021

5. Organisational Context

LDG is a multi-brand digital retailer of heating and bathroom products, based in Lancashire, England, with a turnover of £112 million. Products sourced from suppliers in China, Turkey, Poland, UK, and Italy are marketed to consumers in UK, Ireland, France, Germany, Netherlands, Italy, Spain, and North America.

On 5th April 2021, LDG had 260 relevant employees (of which, 235 were full-pay relevant employees).

Commitment to equality and diversity

LDG is committed to ensuring that everyone has access to the same opportunities and same fair treatment. It’s about showing fairness and respect to others, regardless of any actual or perceived difference. LDG will support and encourage all under-represented groups and will promote an inclusive culture which values diversity.

Approach to pay

As part of an annual pay review policy, LDG undertakes an audit to ensure compliance of National Minimum Wage and National Living Wage requirements for all employees. In 2021, all employees were paid, regardless of their age, at rates of at least £0.45 per hour above the National Living Wage.

Approach to rewards

LDG has a companywide non-contractual Customer Satisfaction Bonus (CSB) which is awarded to all employees on a quarterly basis. The CSB is based on the company achieving pre-agreed quarterly metric of customer satisfaction and a customer focused cost reducing element. If all metrics are achieved, then, for 2021, up to £250 gross per quarter can be awarded.

Employees within the Pre-Sales department who achieve their individual sales targets are awarded a bonus in increments of £50, which is dependent upon the level of sales the employee achieves.

Senior management employees receive bonuses that are based on business performance.

Whilst the UK was in lockdown due to the Coronavirus pandemic, LDG rewarded staff who remained on-site to continue working with a 10% bonus in addition to their ordinary hourly rate. This was in recognition of the increased risk of them contracting the virus while attending the workplace.

6. LDG’s Gender Pay Gap

Mean gender pay gap

Based on the mean (average) hourly rate of pay for male and female employees in the relevant pay period, LDG’s mean gender pay gap is 15.6% (rounded to one decimal place).

Median gender pay gap

Based on the median (middle) hourly rate of pay for male and female employees in the relevant pay period, LDG’s median gender pay gap is 0.5% (rounded to one decimal place)

The main contributory cause for the above gender pay gaps is due to there being more full-pay relevant male employees in positions within the upper salary quartile.

7. LDG’s Gender Bonus Gap

Mean gender bonus gap

Based on the mean (average) bonus pay for male and female employees in the relevant pay period, LDG’s mean gender bonus gap is 45.8% (rounded to one decimal place).

Median gender bonus gap

Based on the median (middle) bonus pay for male and female employees in the relevant pay period, LDG’s median gender bonus gap is 0% (rounded to one decimal place)

The main contributory cause for the above gender pay gaps is due to there being a greater proportion of relevant male employees in positions within the upper salary quartile who are awarded bonuses linked to the achievement of specified business performance targets.

8. LDG’s Bonus Pay

The proportions of male and female employees who received bonus pay during the relevant pay period are as follows (percentages are rounded to one decimal place):

Male employees: 96.6%

Female employees: 97.6%

100% of employees were eligible for a bonus in 2021. The bonus pay differences were for employment commencement/termination or long-term absence related reasons within the relevant pay period.

9. LDG’s Salary Pay Quartiles

The following table separates LDG’s entire workforce into four equal quartiles based on the salaries that are paid to these employees. These quartiles are then further broken down into the number and proportion, expressed as a percentage, of male and female employees in each quartile.

  Lower Lower middle Upper middle Upper
  Number of employees % Number of employees % Number of employees % Number of employees %
Male 30 50.8 34 57.6 29 49.2 38 65.5
Female 29 49.2 25 42.4 30 50.8 20 34.5

There is a fairly even split within the lower and upper middle quartiles. There is greater disparity within the lower middle and upper quartiles. This data demonstrates that there are opportunities to improve the gender pay within the lower middle and upper quartiles.

10. Action to address gender pay disparity 

LDG are committed to reducing, and subsequently closing, any identified gender pay disparity. This commitment, however, is made in line with the understanding that a period of time and exploration of a number of different actions may be needed in order to achieve this aim.

11. Confirmatory Statement

I confirm that the information set out in this gender pay gap report is accurate and calculated in accordance with the Regulations.

Signed:

             

Steve Cunliffe

Job title: Managing Director
Date of statement: 4th April 2022

12. Contact

Please direct any queries relating to this gender pay gap report to the People Manager by contacting them on HR@limitlessdigital.com