Gender Pay Gap Report
Introduction to the report
Under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, Curve OS is legally required to publish, on an annual basis, specified information relating to their gender pay gap.
This report sets out the gender pay gap statistics for Curve OS Limited in relation to the reporting tax year of 2020-2021. The gender pay gap is the difference in earnings between people who identify as men and women.
We are required to calculate and report the following six pay gap figures:
Percentage of men and women in each hourly pay quarter.
Mean (average) gender pay gap using hourly pay.
Median gender pay gap using hourly pay.
Percentage of men and women receiving bonus pay.
Mean (average) gender pay gap using bonus pay.
Median gender pay gap using bonus pay.
Curve follows a calculation methodology set out by the Government Equalities Office for our reporting.
Our Gender Pay Gap for the reporting period
These numbers show a snapshot of Curve employees’ pay on 5th April 2021.
|Women||Men||Pay gap relative to men|
|Mean hourly rate||21.15||32.28||34.5%|
|Median hourly rate||14.66||28.85||49.2%|
|Percentage getting a bonus||0.0||0.0||0%|
The percentage of women in each pay quarter:
|Upper hourly pay quarter (highest paid)||19.1||80.9|
|Upper middle hourly pay quarter||21.7||78.3|
|Lower middle hourly pay quarter||50.6||49.4|
|Lower hourly pay quarter (lowest paid)||48.2||51.8|
At the time of reporting, Curve had 333 employees, of which 65% were male and 35% were female.
The gender pay gap report clearly indicates a gap, evidenced by the low proportion of employees who identify as female in the upper two quartiles.
Our engineers account for nearly one third of our employee base and are generally in the higher paid quartiles. While our female representation in our engineering teams is low it is higher than UK industry benchmarks. At the snapshot date, 17% of our engineers were female, and the overall UK industry average is 14.5% according to The Women’s Engineering Society (WES).
Conversely, our Customer Experience (CX) organisation, which represents over one quarter of our employee base, is equally balanced between male and female employees. Our analysis of this function shows a positive median pay gap.
There is more work to be done. Over the last six months we’ve made a number of changes throughout our recruitment and selection processes to encourage and measure greater diversity in our pipeline. We’ve focused on improving our female representation within the leadership team, and at the time of writing this commentary 55% of our Leadership Team is female, compared to just 22% at the snapshot date. We see this as fundamental to strengthening female representation throughout Curve.
Further Action Plans
Curve is fully committed to equality and diversity, and will be developing further action plans to ensure we drive improvement and close our gender pay gaps. This will take time and it is a priority. The overall progress of our actions will be reported in subsequent gender pay reports.
I confirm that the information set out in this gender pay gap report is accurate and calculated in accordance with the Regulations.
Please direct any queries regarding this report to Sarah Cox by contacting them on firstname.lastname@example.org