Medivet Gender Pay Gap Report 2024
Medivet Gender Pay Gap Report 2024
In line with legislative requirements of The Equality Act 2010, the Medivet Group Limited Gender Pay Gap Report for the period of 1st April 2024 to 31st March 2025.
Medivet feels strongly that measuring the change in our business allows us to better improve the working lives of our colleagues and the veterinary industry.
Whist we recognise the statistical validity of the metrics used within this Gender Pay Gap Report, it is important to note that the report does not focus on individual compensation and is therefore not the same as equal pay. Equal pay ensures that men and women in similar positions receive comparable pay.
Our findings
The figures below 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.
The data below includes pay information for full pay relevant employees only. Full-pay relevant employees represents all colleagues who were paid their usual full basic pay during the April 2023 pay period. Data for colleagues who were absent due to illness are excluded from the report.
|
|
2024 |
2023 |
2022 |
2021 |
|
Mean hourly pay gender pay gap |
39% |
40% |
38% |
44% |
|
Median hourly pay gender pay gap |
40% |
38% |
39% |
45% |
|
Mean bonus pay gender pay gap |
63% |
58% |
No bonuses paid |
75% |
|
Median bonus pay gender pay gap |
83% |
82% |
No bonuses paid |
89% |
|
Proportion of males receiving a bonus |
9% |
16% |
N/A |
7% |
|
Proportion of females receiving a bonus |
18% |
12% |
N/A |
5% |
Proportion of males and females in each quartile band:
|
|
2024 |
2023 |
2022 |
2021 |
|||||
|
|
M |
F |
M |
F |
M |
F |
M |
F |
|
|
Upper hourly pay quartile |
35% |
65% |
35% |
65% |
34% |
66% |
25% |
75% |
|
|
Upper middle hourly pay quartile |
12% |
88% |
12% |
88% |
8% |
92% |
19% |
81% |
|
|
Lower middle hourly pay quartile |
7% |
93% |
7% |
93% |
6% |
94% |
8% |
92% |
|
|
Lower hourly pay quartile |
7% |
93% |
6% |
94% |
5% |
95% |
5% |
95% |
|
Female colleagues make up 85% of the workforce which is why the percentages in each quartile are over indexed in comparison to males in the corresponding quartile
Our Action Plan
As we continue on the journey to develop fair and transparent policies and processes across our business, we continue to develop the total reward package we offer our colleagues to ensure they are renumerated fairly for their skills and expertise.
This work forms part of a much broader programme of activity that we are now committed to delivering over the next 3-5 years, focused on caring for our people as much as the animals we look after and consistently improving their experience of working with us.
The key actions already underway that will have a direct influence over time on the findings of this report include;
- Continued implementation of our updated reward policy and grading framework.
- Improving the number of sick-days we pay our colleagues at full pay.
- Increasing our minimum number of annual leave days to 25 days on a full-time equivalent basis.
Whilst a large number of improvements to our reward offerings were made in the middle part of last year, this was after the snapshot date and therefore won’t be reflected in our data until April 2025. We are confident this work will play a significant part in helping us to address the gender inequalities within the small animal veterinary industry whilst enabling us to pro-actively address the ongoing challenges of keeping and finding the best talent to drive sustainable business growth.
I, Neil Lake, confirm that the information contained herein is accurate.
Neil Lake
Chief Executive Officer
April 2025
I, Niki Coppard, confirm that the information contained herein is accurate.
Niki Coppard
Chief People Officer
April 2025