Factors Influencing Data#3 Pay Gap
1. Resourcing Business
One of the services Data#3 delivers is an in-house people resourcing business; Data#3 People Solutions. Our People Solutions business helps manage our customers IT resource requirements through sourcing, placing, and helping them retain IT professionals. Due to the fast-paced nature of the IT landscape, we assist with a variety of our customers resourcing needs from, one off or short-term projects to long-term contracts.
The employees hired through our People Solutions business are classified as Data#3 employees despite working for our customers, and account for approximately 30% of our total workforce. However, our customers both select and set the remuneration package and contract length for these employees, and this is not something that Data#3 has an ability to control or influence.
As per WGEA’s reporting requirements, if an organisation has a labour hire business within their corporate structure, then that organisation is required to include these employees within their gender pay gap reporting. By complying with this requirement, Data#3’s reported pay gap is impacted by the resourcing services we provide through our People Solutions business.
2. Pay Structures
Our pay structures are based on market rates, and we benchmark these against the IT industry and adjust accordingly to ensure we remain competitive and fair.
Due to the competitive nature of the IT industry and sales businesses, we provide a variety of pay incentives to attract top talent. As a result, selected roles across our business are also rewarded based on their performance outcomes, which are measured by objective and transparent criteria.
Through offering commissions, variability exists between our staff’s actual and total reported remuneration. For instance, while Data#3 may offer all our people performing a certain role the same base salary, depending on their performance and by how much they exceed their annual targets, their total annual remuneration can vary.
It should also be noted that the total annual remuneration for employees who receive commissions is also likely to vary year-on-year as a result of changes to their; territory size, specific targets and contract renewal cycles.
Data#3 also proudly reports an average employee tenure of over 5 years, however this has a cascading impact on remuneration, as longstanding employees often have greater experience which can assist their performance. As Data#3 pays for performance, the added capability of our more experienced workforce impacts the remuneration packages provided.