Gender pay gap reporting
Mölnlycke Healthcare Ltd is committed to promoting equality and diversity in the workplace. As part of our commitment to this, we are pleased to present our Gender Pay Gap Report for the reporting period ending March 31, 2024 in accordance with legislation that came into force in April 2017.
This legislation requires all employers with over 250 employees to publish the gender pay ratio of their total UK business on an annual basis each April, for the previous year. This includes reporting on the gender pay gap and gender bonus gap (mean and median results), as well as the proportion of males and females receiving a bonus and the proportion of males and females in each quartile pay band.
It is important to note that gender pay gap is not the same as assessing equal pay. Gender pay gap reports average pay rates of men and women across an organisation, regardless of role or grade level.
This document has been developed in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 and reports employee data for Mölnlycke UK correct as at 5 April 2024.
Mölnlycke UK overall gender pay and bonus gap results (including employees in international roles and global functions)
In the past seven reporting periods (from 2018 to 2024):
- The mean overall gender pay gap for the UK has reduced by 22% to -8% and the median gap has reduced by 11% to -16%. This data is based on hourly rates of pay as at the ‘snapshot date’ of 5 April 2024.
- The gender bonus gap has changed from -17% in 2023 to -12% (mean) with a median of -25% in 2024.
- The proportion of males and females receiving a bonus in the pay period were 94% of males and 94% of females.
UK Commercial and UK Manufacturing gender pay and bonus gap results
- Overall, in the UK Mölnlycke employs slightly more women than men (51% and 49% respectively).
- All roles have fair and robust recruitment and talent development processes, regardless of gender.
- Our UK Commercial and Manufacturing Leadership Teams are proudly gender diverse (Male:Female) - Manufacturing 6:3, Commercial 3:4.
- The bonus gap is partly explained by the fact that the bonus data includes all bonuses received regardless of reason and performance related bonuses are paid to reflect the period of time actually worked in the performance year.
- In Manufacturing the more senior roles are eligible for performance bonuses and a greater number of employees are eligible for smaller legacy service bonuses.
- In addition, bonus targets are higher in more senior roles within the business and are awarded based on a percentage of salary.
- Furthermore, these roles tend to attract long-term incentive bonuses too, again as possible cause for the significant shift in the gaps.
- Within our data, there is a female Global Executive Leadership Team member along with a number of other Senior positions filled by women.
The percentage of male and female employees by pay quartile in the period as of snapshot date 5 April 2024:
| Male | Female | |
| Lower (lowest 25%) | 59.4% | 40.5% |
| Lower Middle (25-50%) | 55.8% | 44.1% |
| Upper Middle (50-75%) | 51.4% | 48.5% |
| Top (highest 25%) | 48.5% | 51.4% |
| All | 54% | 46% |
Our reward and development ethos
Mölnlycke is committed to creating an environment where people feel empowered to develop to their full potential, wherever they work and regardless of their gender.
Salary setting, reviews and bonus pay
Mölnlycke is committed to creating an environment where people feel empowered to develop to their full potential, wherever they work and regardless of their gender.
At Mölnlycke salaries are defined using the Hay methodology to group together job roles of similar size and impact. Our reward strategy at Mölnlycke is aligned to this to ensure fairness and consistency of approach. Salary decisions are a factor of:
- Sustained employee performance
- Position in market
- Internal relativities
- Available budget
We use Hay market data to inform salary decisions. In addition, we also implement a process of ‘grandparent’ review and approval, alongside HR engagement, in all parts of the performance and reward process, from assigning salaries at the recruitment phase, the salary review process and bonus decisions.
For the majority of Manufacturing employees, pay is based on a local grading structure, dependent on the roles they perform. Pay awards are defined by the available budget and ensure the lowest grades remain complaint with the UK Real Living Wage.
Performance bonus awards for eligible roles are based on a combination of company financial performance and individual performance against objectives, with individual performance being the overriding factor for employees lower down the grading structure. Pay and bonus structures are gender neutral.
Our talent ethos
At Mölnlycke we pride ourselves on having a strong flexible working culture with men and women working part time and/or on a flexible working pattern to fit with their lifestyle.
Further information about our commitments to inclusion and diversity can be found in the 2023 Sustainability Report available at molnlycke.co.uk/about-us/sustainability/
This report has been approved by:
James Hockley
Business Director ORS & General Manager Commercial
Mölnlycke UK & Ireland
Michelle Burns
General Manager Manufacturing
Mölnlycke UK
Donika Kaneva
People Services Manager
Mölnlycke UK
Sustainability reporting centre
We are transparent about our impact on environment, people and society. Each year, we report on results and performance in the integrated Annual Report.
Mölnlycke integrated Annual Report 2023 covers the year ending on 31 December 2023. The report has been prepared in accordance with Global Reporting Initiative (GRI) standards, in addition to the Taskforce on Climate related Financial Disclosures (TCFD) framework.
