Wells & Co Gender Pay Gap Report - Year End 2024
At Wells & Co, we are committed to fostering an inclusive and diverse workplace where all employees are valued and rewarded fairly. As part of this commitment, we are transparent about our gender pay gap statistics and continuously strive to improve equality across the organisation.
Gender Pay Gap Overview
Mean Gender Pay Gap: 19.43%
Median Gender Pay Gap: 7.87%
This means that, on average, male employees earn 19.43% more per hour than female employees. The median pay gap, which represents the middle point in earnings, shows a smaller difference of 7.87%.
Pay Quartiles
Our employees are divided into four pay quartiles, with each quartile representing 25% of the workforce ranked by hourly pay.
| Pay Quartile | Male Representation | Female Representation |
| Upper Quartile | 59.72% | 40.28% |
| Upper Middle Quartile | 50.69% | 49.31% |
| Lower Middle Quartile | 40.97% | 59.03% |
| Lower Quartile | 37.93% | 62.07% |
These figures indicate that women are underrepresented in higher-paying roles and overrepresented in lower-paying roles, which contributes to the overall gender pay gap.
Bonus Pay Gap
Proportion of Male Employees Receiving a Bonus: 35.84%
Proportion of Female Employees Receiving a Bonus: 22.81%
Mean Bonus Gap: 52.70%
Median Bonus Gap: 0.00%
The mean bonus gap shows that, on average, men received 52.70% more in bonuses than women. However, the median bonus gap is 0%, indicating that at the midpoint, men and women receive equal bonuses.
Commitment to Gender Pay Equality
Franki Hale, Chief People Officer, says:
“At Wells & Co, we believe in creating a workplace where talent is recognised and rewarded fairly, regardless of gender. While there is more work to do, we are proud of the progress we have made and remain dedicated to closing the gender pay gap through meaningful action and long-term commitment.”
At Wells & Co, we recognise that reducing the gender pay gap requires continuous effort. We are actively working towards achieving greater gender balance across all levels of the company by:
- Encouraging and supporting female employees in career progression to higher-paid roles.
- Reviewing recruitment and promotion practices to eliminate unconscious bias.
Providing mentorship and leadership development programmes for women.
Ensuring equitable bonus distribution policies. - We are committed to fostering an inclusive and fair workplace where all employees, regardless of gender, have equal opportunities to succeed.
Signed:
Franki Hale
Chief People Officer
Wells & Co
25/03/2025
