Medivet Gender Pay Gap Report 2021

Medivet Gender Pay Gap Report 2021

Figures show the mean and median difference in hourly rates and bonus pay between men and women as well as the proportion of colleagues who received a bonus:

Proportion of males and females in each quartile band:

We continue to work hard on developing a fair, diverse and inclusive culture across our business. We recognise the value and talent of all our team members and want to ensure everyone is rewarded fairly. 

This data includes pay information on full pay relevant employees only. Full-pay relevant employees are all employees who were paid their usual full basic pay during the April 2021 pay period. Similarly, to last year, data on colleagues who were absent due to illness or who were furloughed under the Coronavirus Job Retention Scheme were excluded in this year’s report. As a result of this change, the figures presented in our report remain impacted, albeit less severely than the data in 2020.

As of 5^th April 2021, the mean hourly pay gender pay gap has reduced from 76% to 44% as more colleagues were brought back into the business from furlough leave. The median hourly pay gap has increased slightly from the previous year.

There was a big reduction in the percentage of both males and females who were in receipt of a bonus in April 2021, and whilst we recognise that there is action required to address the gender pay gap in our bonus pay schemes, we believe this is one of the reasons that there has been an inflated increase in this element.

Our female colleagues make up the large majority of our workforce at Medivet which is why they outnumber the percentage of males in each of the pay quartiles. However, since last year’s reporting, we can see that there has been a significant increase in the number of females in the upper hourly pay quartile and a slight increase in the upper middle hourly pay quartile. Whilst these are small steps in reducing the gender pay gap, they are steps in the right direction.

We acknowledge there is still work to do. We have seen some improvements and are committed to addressing areas of concern and continuing to reduce any disparities.  We endeavour to work with all of our colleagues to ensure an inclusive approach to improving the entire employee experience at Medivet. Great work continues to enhance this, including the launch of various group-leading reward initiatives and continuous improvements implemented as a result of fantastic feedback gained from both our Easy for Clinics working parties and the Valuing Veterinary Nurses Committee.

We continue to utilise gender-neutral salary grading schedules and over the next year, are committed to reviewing reward structures and identifying areas for improvement. Significant work continues to take place to improve our position in the market and we will continue to address recruitment and retention challenges with the support of investment from our new owners into developing our business.

Chris Cools

Chief Executive Officer