2024
GENDER PAY GAP REPORTING 2024.
GENDER PAY GAP FOR EMPLOYEES
Snapshot date of 5 April 2024.
In April 2024 we have a gender balance of 47% women and 53% of men (excluding freelancers).
Gender Pay Gap Statistics Excluding Freelancers
- Our mean gender pay gap is 8.3%
- Our median gender pay gap is 6.99%
- Our mean gender bonus gap is 62.1%
- Our median gender bonus gap is 28.7%
- The proportion of male employees receiving a bonus 12.2% and the proportion of female employees receiving a bonus is 12.9%
PAY QUARTILES BY GENDER EXCLUDING FREELANCERS:
LITTLE DOT STUDIOS MEASURES FAVOURABLY AGAINST THE UK-WIDE ECONOMY & MEDIA SECTOR:
|
|
MEDIAN GENDER PAY GAP EXCLUDING FREELANCERS |
|
LITTLE DOT STUDIOS |
6.99% |
| 2024 ONS ASHE WHOLE ECONOMY** |
13.1%* |
| 2024 ONS ASHE MEDIA SECTOR** |
11.5%* |
*Factors in full time and part time. Full time GPG for Little Dot Studios is 6.99%.
**Office for National Statistics Annual Survey of Hourly Earnings.
HEADLINES FOR 2024 - STATUTORY REPORTING (INCLUDING FREELANCERS)
In April 2024 we have a gender balance of 45% women and 55% of men.
PAY QUARTILES EXPLAINED:
The table shows our workforce divided into four equal-sized groups based on hourly pay rate.
The Lower Quartile represents the lowest paid 25% of employees and the Upper Quartile represents the highest paid 25% of employees.
The pay quartiles have been calculated using the standard methods used in the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
GENDER PAY GAP STATISTICS (STATUTORY REPORTING):
- Our mean gender pay gap is 18.6%.
- Our median gender pay gap is 10.9%.
- Our mean gender bonus gap is 62.1%
- Our median gender bonus gap is 28.7%
- A small part of our business (less than 5% of revenue) engages freelancers for original content production.
- These freelance roles are classified as workers as per HMRC’s Appendix 1 for behind the camera roles, and as result, their pay is included in statutory gender pay gap reporting.
- To get a more accurate reflection of gender pay for employees, we have taken out freelancer pay as showcased within the table on the previous page, to better illustrate the employee gender pay gap at Little Dot Studios.
GENDER PAY GAP EXPLAINED
WHY DO WE HAVE A GENDER PAY GAP?
We are committed to equal opportunities and equal treatment for all employees, regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability. We have a clear policy of paying employees equally for the same or equivalent work.
We have identified two significant contributing factors:
- Our organisation engages Schedule D workers for our original production projects, and these production roles typically command high day rates, with significantly more men than women in these roles. These few individuals have significantly skewed the mean gender pay gap from 8.3% to 18.6%.
- Men are more likely to be in technical and analytical roles, which are paid more highly than other roles at similar levels of seniority. Over the past year, we have significantly boosted our business with analysts and software engineers. These sectors are heavily dominated by men and we experience significant ongoing difficulty recruiting women within these sectors.
We continue our endeavour to increase representation of women across more senior roles in the business, with 46% of leadership roles held by women.
WHAT ARE WE DOING TO ADDRESS THE GENDER PAY GAP
We are committed to doing everything we can to reduce the pay gap, and increase representation of women in senior leadership and senior management positions.
We have taken the following steps to promote gender diversity:
- Gather and report on gender data in salary and promotion reviews to identify barriers regarding gender equality and prioritise action.
- We undertake gender monitoring in recruitment to ensure shortlists during recruitment are evenly balanced, aiming for 50/50 where possible.
- Support internal mobility by ensuring all job roles are open to internal applications.
- We offer generous family leave provisions to retain working parents.
- We offer flexible working arrangements, hybrid working and flexitime for retention, with a focus to retain women who tend to need the flexibility due to the disproportionate burden on women with additional caring responsibilities.
CONFIRMATION
I confirm that our gender pay gap data has been calculated in accordance with the requirements of the Equality Act 2010 ( Gender Pay Gap Information) Regulations 2017.
Dan Jones
Chief Executive Officer
Little Dot Studios