Bonus Pay Gap
NNL has a company-wide Target Achievement Scheme (TAS), which much of the workforce are eligible to receive.
All full-time, eligible employees who have been employed for the whole financial year prior to this bonus receive the same bonus amount from this scheme. As this is the majority of employees, the median bonus pay gap is zero. Part-time employees - and those who have only been employed by NNL for part of the previous financial year - receive TAS bonus payments on a pro-rata basis.
Total Bonus Pay Gap
Personal Bonus Pay Gap
A proportion of staff are eligible for a personal bonus. This is calculated as a percentage of their salary, in addition to the TAS bonus. A smaller number only receive the personal bonus. This personal bonus combined with the pro-rata nature of the TAS bonus contributes to the mean bonus pay gap, considering all bonuses, which has increased from the previous year.
Bonus
Receipt of any bonus
Figure 5
Figure 5 shows the number of “full pay relevant employees” considered in this analysis for both men and women, and the number of those eligible for any kind of bonus.
Figure 6
In Figure 6, it can be seen that the percentage of both men and women receiving a bonus has continued to decrease from the previous year to 82% and 77% respectively.
The mean personal bonus pay gap has decreased from the previous year and the median has increased, shown in Figure 8. However, that has fluctuated a lot in recent years as the majority of those receiving this bonus are senior employees or members of the executive team so these values can vary due to a small number of position changes. A negative value in this plot means that the mean/median bonus pay for women is greater than that for men within the business.
Mean bonus pay gap over time
Figure 7
Personal bonus pay gap
