In 2022, Gousto helped millions of households serve up delicious dinners, whilst also navigating multiple industry and macroeconomic challenges, including Brexit and the cost of living crisis.<\/p>\n
At the same time, we\u2019ve been pursuing our ongoing commitment to build a culture of inclusivity, supercharged by growth. There\u2019s so much progress to be made, but we\u2019re proud to have closed the gender pay gap for the fourth year in a row in 2022.<\/b><\/p>\n
Gousto\u2019s mean gender pay gap has decreased by 68ppt <\/b>since 2019 to 10.8%<\/b>, significant progress, but also one chapter in a long journey towards no pay gap existing at all.<\/p>\n
We\u2019re now focused on how we can continue to make improvements and grow responsibly in the years to come.<\/p>\n
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What is the gender pay gap?\u00a0<\/b><\/p>\n
This is the average difference between pay for men and women, regardless of their roles and seniority. It is different to equal pay, which ensures men and women employed in the same roles receive equal remuneration.<\/p>\n
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Is Gousto\u2019s gender pay gap improving?\u00a0<\/b><\/p>\n
Gousto\u2019s 2022 mean gender pay gap was 10.8%<\/b>, which is down from 18.4% in 2021<\/b> – a 41% decrease<\/b> in a single year.. This is not only a significant improvement, but also much less than the average 16% gender pay gap across B Corps.\u00a0 B Corp businesses are committed to seeking a more equitable economy that works for all and we\u2019re proud to be at the forefront of positive change.<\/p>\n
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How have we achieved it?\u00a0<\/b><\/p>\n
At Gousto, we aim\u00a0 to \u2018empower our talent to do the best work of their lives\u2019, which includes striving to achieve gender balance across all roles. We\u2019re executing our plan to amplify our inclusive culture and dismantle systemic workplace issues for women by strategically integrating ID&B across our entire talent ecosystem.<\/p>\n
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What we\u2019ve done so far\u2026<\/b><\/p>\n <\/p>\n In 2023 we plan to:\u00a0<\/b><\/i><\/p>\n <\/p>\n NB: Reporting on the gender pay gap is a legal requirement. However, we would like to make note that not everyone identifies as their legal gender status. We wholeheartedly embrace and support our non-binary colleagues and customers. We hope that with continued positive change, there will be better representation for all groups.<\/i><\/p>\n <\/p>\n In 2022, Gousto helped millions of households serve up delicious dinners, whilst also navigating multiple industry and macroeconomic challenges, including Brexit and the cost of living crisis. At the same time, we\u2019ve been pursuing our ongoing commitment to build a culture of inclusivity, supercharged by growth. There\u2019s so much progress to be made, but we\u2019re … <\/p>\n\n
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Gender pay gap<\/h2>\n
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\n <\/td>\n 2022<\/b><\/td>\n<\/tr>\n \n Mean Gap %<\/b><\/td>\n 10.8%<\/td>\n<\/tr>\n \n Median Gap%<\/b><\/td>\n 4.8%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n Gender bonus gap<\/h2>\n
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\n Mean gender bonus pay gap<\/b><\/td>\n 18.4%<\/td>\n<\/tr>\n \n Median gender bonus pay gap <\/b><\/td>\n 7.7%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n Proportion of employees receiving 2022 bonus<\/h2>\n
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\n Females receiving a bonus payment<\/strong><\/td>\n 3.3%<\/td>\n<\/tr>\n \n Males receiving a bonus payment<\/strong><\/td>\n 2.3%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n Pay quartiles (proportion of males and females in each pay quartile)<\/h2>\n
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\n <\/td>\n 2022<\/b><\/td>\n<\/tr>\n \n Quartile<\/b><\/td>\n 1st (highest)<\/td>\n 2nd<\/td>\n 3rd<\/td>\n 4th (lowest)<\/td>\n<\/tr>\n \n Male<\/b><\/td>\n 63%<\/td>\n 59%<\/td>\n 56%<\/td>\n 52%<\/td>\n<\/tr>\n \n Female<\/b><\/td>\n 37%<\/td>\n 41%<\/td>\n 44%<\/td>\n 48%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n","protected":false},"excerpt":{"rendered":"