Born from NASA technology and perfected for sleep.
Every year, employers with 250 or more employees must carry out and publish six statutory calculations under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017. At Dreams, we analyse the pay information for employees employed as of 5th April 2024, using our April 2024 payroll data for this assessment
The gender pay gap shows the difference between the average (mean or median) earnings of men and women. Gender pay gap reporting is different to equal pay which deals with the pay differences between men and women carrying out the same or similar jobs, or work of equal value.
The bullet points below show the mean and median pay gap using the April 2024 pay data and the bonus gap for the 12-month period prior to 5th April 2024.
Dreams’ mean and median pay gaps are low and much better than the national average. Our median gender pay gap shows women at Dreams earn more than men.
The bonus pay gap includes all colleagues, for the period April 2023 to March 2024. Our bonus pay gap is:
The negative median bonus pay gap of -223% shows that the middle point of the women’s bonus figure was 223% higher than male amount. This is because many of our female colleagues work in parts of our business where the market rates are higher.
On 5th April 2024 the split of our workforce is at 70% male and 30% female, reflecting a 2% decrease in the proportion of female colleagues compared to the previous year.
Dreams have a predominantly male workforce in two business areas: distribution and our bed factory manufacturing..
This calculation shows the proportion of male and female colleagues that received bonus pay during the 12-month period ending 5th April 2024.
Each area of Dreams has its own bonus scheme, and all our colleagues are eligible to earn a bonus. The 5% of males and 4% of females who didn’t earn a bonus in the year is largely due to staff turnover, and new joiners not yet achieving targets.
For this calculation we rank colleagues by their rate of pay from lowest to highest and split the data into four equally split pay quartiles, then present the number of men and women in each quartile.
These quartiles exclude all employees not receiving 100% pay.
We are pleased to report that our gender pay gap remains better than the national average and has improved year-on-year. Maintaining our focus on these gap indicators will be key to upholding fair payment standards in all business areas. At Dreams, we continuously review our recruitment and reward strategies and efforts are being made to ensure we continue to attract and develop more female talent within our organisation.
This report covers employees of Dreams Ltd, including its affiliated brand Feather & Black. The report encompasses colleagues at all levels and of all job types, including the Executive Directors. As Chief Finance Officer for Dreams Ltd, I can confirm that the information provided in this report is accurate.
Petra KasperovaCFO and Statutory Director