Everyman is committed to paying fairly and equally for every role in our business irrespective of gender, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We believe in equality and strive to pay fairly for the jobs people do and the experience they bring to their roles.
We believe that gender pay gap reporting is an important part of our focus and commitment to diversity and inclusion; however, we recognise that the numbers are rolled up, rely on averages, and only reflect a snapshot date. Our commitment to equity, diversity and inclusion is an ongoing commitment and one we take very seriously. We regularly review pay internally and against the external market.
Development at Everyman is essential to us, and we invest in people development. Our development opportunities are available to all without bias impacting any decision making. We are proud of our track record of internal promotion in all areas of the business and particularly proud of the women who help shape our business at all levels.
Last year we spoke about our commitment to reducing our ratio of male to female employees and I am pleased to confirm that we have achieved this over the year. We now have a 49.8% female to 50.2% male employee split. We continue to review this regularly.
Compared to FY24-25, the median gender pay gap for hourly pay has reduced by 2.3% to 0.1%. In the current reporting year, whilst there was a 2.6% variance between the number of men and women receiving a bonus, both mean and median bonuses for women are higher.
I confirm that our gender pay statement is accurate and correct per the snapshot date of 5thApril 2025.
Farah Golant Interim CEO
Our gender pay reporting is published in line with government requirements, and can be seen below:
Percentage of Men and Women in hourly pay quarters: | ||
Upper hourly pay quarter | M: | 57% |
F: | 43% | |
Upper middle hourly pay quarter | M: | 49% |
F: | 51% | |
Lower middle hourly pay quarter | M: | 48% |
F: | 52% | |
Lower hourly pay quarter | M: | 45% |
F: | 55% | |
Hourly Pay | ||
Mean gender pay gap for hourly pay | 9.1% | |
Mean male hourly-pay | M: | 12.96 |
Mean female hourly-pay | F: | 11.77 |
Median gender pay gap for hourly pay | 0.1% | |
Median male hourly-pay | M: | 12.37 |
Median female hourly-pay | F: | 12.36 |
Bonus Pay | ||
Proportion of males who got bonus payments | M: | 15.6% |
Proportion of females who got bonus payments | F: | 13.0% |
Mean gender pay gap in bonus pay | -0.7% | |
Mean male bonuses | M: | 3,722 |
Mean female bonuses | F: | 3,749 |
Median gender pay gap in bonus pay | -9.7% | |
Median male bonuses | M: | 2,575 |
Median female bonuses | F: | 2,825 |