Equality & Diversity
At Acorn Insurance, we pride ourselves on fostering a welcoming work environment. We want every member of our team to feel equally valued and recognised, in a climate of inclusivity.
It is important that everyone within an organisation can operate in an atmosphere of inclusion. When this is clearly established, the positive influence on a company and its personnel is clear to see.
Acorn want our colleagues to feel safe, included and free to be themselves. Establishing a diverse workforce strengthens all aspects of our business, which signifies the key to a successful work environment: a healthy, happy team.
Gender Pay Gap
The Gender Pay Gap is the difference between the average pay for men and women in that organisation. All companies that employ more than 250 staff are required to report their Gender Pay Gap by 4 April 2022.
The Gender Pay Gap should not be confused with Equal Pay, which means women and men receive the same pay for doing the same job. Gender pay reflects the type of jobs women and men carry out and highlights how well or otherwise women progress in an organisation.
Acorn Insurance Limited Employees
During the year in question, Acorn Insurance had 1012 employees; of these, 516 (51%) were men and 496 (49%) women.
Our Gender Pay Gap
Our Gender Pay Gap reported within this document is based on those employees who worked for the company as at 5 April 2021 and are based on earnings figures for the year to 5 April 2021.
Regulations require that we report the mean and median hourly pay gap between men and women:
We are also required to report the mean and median bonus gender pay gap between men and women:
Together with the proportions of males and females employed who receive a bonus:
We also are required to detail the proportion of male and female workers in each quartile, based on their hourly rate:
|Upper Middle Quartile
|Lower Middle Quartile
The company is a proud equal opportunity employer, with an overall relatively equal split of male to female employees across all wage quartiles, noting that the lower and lower middle quartile have very similar overall wage.
These figures have shown slightly more women earnt a bonus for the period in question, despite slightly more men having the potential for earning a bonus.
I confirm that the data and statements in this report are accurate and are presented in accordance with the regulations.
Nikki Mclachlan, Director
03 March 2022