Gender Pay Gap Report 2018

4 Apr 2019


Please note that with effect from 1st October 2018, Direct Group Limited changed its legal name to URIS Group Limited.

Understanding the Gender Pay Gap

From April 2017 all organisations with over 250 employees are required to report on their gender pay gap annually. Gender pay compares the average (mean and median) hourly earnings of male employees and of female employees in a company, regardless of their job role. The difference between those averages is known as the gender pay gap, which is expressed as a percentage of men’s earnings

The data published below is a snapshot as at 5 April 2018 when the Company was trading as Direct Group Limited for the 2017 performance year and has been reached using the mechanisms that are set out in the gender pay gap reporting legislation

Difference between men and women

Women earn 92p for every £1 that men earn when comparing median hourly wages. Their median hourly wage is 7.5% lower than men’s. When comparing mean hourly wages, women’s mean hourly wage is 28.8% lower than men’s.

Difference between men and women - gender pay gap

The Insurance and Finance Sector Industry figures are based on provisional figures published by the Office of National Statistics (25th October 2018)We confirm that the data in this report is accurate.

We are confident that we have equal pay for work of equal value. The gap is because of the unequal distribution of men and women across the different roles and bandings across the company not because of our pay policies and practices. All employees working in the same bandings will be earning the same rewards.

Proportion of Males and Females in each Quartile

Women occupy 37.7% of the highest paid jobs and 52.3% of the lowest paid jobs.

Gender pay gap - Top and Upper Middle quartile

Gender pay gap - Lower Middle and Lower quartile

The above shows the distribution of relevant male and female employees in four quartile pay bands by dividing the Group’s workforce into four equal segments. The higher proportion of men within the top pay quartile (%) indicates that our gender pay gap exists because there are more men in senior roles which attract a higher rate of pay.

Bonus pay gap

Percentage of employees who received a bonus

Women earn 94p for every £1 that men earn when comparing median bonus pay. Their median bonus pay is 5.7% lower than men’s.

When comparing mean bonus pay, women’s mean bonus pay is 95.8% lower than men’s.

Gender pay gap - Bonus pay gap

The percentage difference of bonus paid to female and male employees was marginal with 8.1% of females and 11.3% of males receiving a bonus. Our bonus schemes are tailored to different roles to compliantly incentivise and reward employees. Senior roles within the business attract higher bonuses and the higher proportion of men within the top pay quartile (%) indicates that our gender bonus gap exists because there are more men in senior roles which attract higher bonus payments.

Tackling Our Gender Pay Gap

Our Action Plan

Following detailed analysis of our gender pay gap and research into national trends, we are being proactive in taking action to address our gender pay gap by seeking to minimise the impact of limiting factors and promoting positive factors including:

  • Enhancing maternity pay to 100% of basic salary for three months
  • Reviewing all HR policies to ensure that they are family and flexibly working compatible
  • Ensuring our recruitment processes eliminate bias and take into account all perspectives in order to recruit the best person for the role
  • Investing in developing female senior leaders within our senior talent programme.
  • Offering flexible working at all levels. Subject to business requirements all employees can request flexible working arrangements.

We confirm that the data in this report is accurate.

DC signature

Derek Coles, CEO

PW signature

Pam Wiggins, Head of HR and Talent


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