Pay Transparency Report
1. Hourly Pay Gap
The following table shows the mean and median hourly pay rates by gender.
| Gender | Employee Count | Mean Hourly Rate | Median Hourly Rate | Per $1 Men Earn (Mean) | Per $1 Men Earn (Median) | Mean Gap % |
|---|---|---|---|---|---|---|
| Women | 276 | $42.90 | $43.26 | $1.02 | $1.10 | +2.40% |
| Men | 59 | $41.90 | $39.19 | $1.00 | $1.00 | 0.00% |
On average, women earn $1.02 for every $1 men earn (mean hourly pay gap of +2.40%). At the median, women earn $1.10 for every $1 men earn (median hourly pay gap of +10.39%).
2. Overtime Pay Gap
Only employees who receive overtime pay during the reporting period are included in these calculations.
| Gender | Employee Count | Mean OT Pay | Median OT Pay | Mean OT Hours | Median OT Hours | % Receiving OT |
|---|---|---|---|---|---|---|
| Women | 125 | $2,625.60 | $1,027.07 | 41.54 | 17.92 | 45.29% |
| Men | 30 | $2,930.12 | $630.00 | 47.04 | 15.00 | 50.85% |
45.3% of women and 50.8% of men received overtime pay during the reporting period. Overtime pay includes Overtime Pay ≥1 x rate.
3. Bonus Pay Gap
Bonus pay includes any additional remuneration paid within the reporting period, including profit sharing, performance bonuses, commissions, referral bonuses, signing bonuses, and equity compensation. Only employees who received bonus pay are included in these calculations.
| Gender | Employee Count | Mean Bonus Pay | Median Bonus Pay | Per $1 Men Earn (Mean) | Per $1 Men Earn (Median) | % Receiving Bonus |
|---|---|---|---|---|---|---|
| Women | 171 | $4,784.07 | $3,961.00 | $0.65 | $1.25 | 61.96% |
| Men | 44 | $7,372.61 | $3,159.00 | $1.00 | $1.00 | 74.58% |
Pay Quartile Distribution
All employees are ranked by individual hourly rate and divided into four equal groups. The table below shows the gender distribution within each quartile.
| Quartile | Women Count | Men Count | Total | Women % | Men % |
|---|---|---|---|---|---|
| Q1 (Lowest Paid) | 64 | 21 | 85 | 75.29% | 24.71% |
| Q2 (Lower Middle) | 72 | 10 | 82 | 87.80% | 12.20% |
| Q3 (Upper Middle) | 70 | 13 | 83 | 84.34% | 15.66% |
| Q4 (Highest Paid) | 68 | 15 | 83 | 81.93% | 18.07% |
Innomar Strategies is committed to fostering a workplace where all employees are compensated fairly and equitably, regardless of gender. We believe pay transparency is an important step toward identifying and addressing any gaps that may exist within our organization.
Note: Gender categories with fewer than 10 employees have been suppressed in this report to protect employee privacy, in accordance with BC Pay Transparency Regulation requirements.