The Directors recognise the importance of sound corporate governance and intend that the Group will comply with the QCA Code for Smaller Companies.
Audit AIM & Audit Compliance
The Audit and AIM Compliance Committee has primary responsibility for monitoring the quality of internal controls, ensuring that the financial performance of the Group is properly measured and reported on. It will receive and review reports from the Group’s management and auditors relating to the interim and annual accounts and the accounting and internal control systems in use throughout the Group. The Audit Committee will meet no less than twice each year and will have unrestricted access to the Group’s auditors. The Audit Committee comprises three non-executive Directors, Glyn Barker, Gareth Edwards and Tiffany Sword (as Chair of the Committee).
Renumeration
Committee
The Remuneration Committee reviews the performance of executive Directors and makes recommendations to the Board on matters relating to their remuneration and terms of employment. The committee also makes recommendations to the Board on proposals for the granting of share options and other equity incentives pursuant to any share option scheme or equity incentive scheme in operation from time to time. The Remuneration Committee will meet at least once each year. The Remuneration Committee comprises three non-executive Directors, Gareth Edwards (as Chair of Commitee), Glyn Baker, and Tiffany Sword. As Chair, Gareth Edwards has the casting vote.
Nomination Committee
The Nomination Committee is appointed by the Board to assist the Company and the Board in fulfilling their respective corporate governance responsibilities under applicable laws, to promote a culture of integrity throughout the Company and to assist the Company in identifying and recommending new nominees for election to the board. The Nomination Committee will meet at least twice a year. The Nomination Committee comprises Tiffany Sword, Glyn Barker and Gareth Edwards, with Glyn Barker as Chair of the Committee.
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Coppa Collective employed a total of 896 people, of which were 370 are women and 526 are men. (41.3% and 58.7 respectively)
Our Mean Gender Pay Gap dropped by 3.9% to 5.3% and Median Gender Pay Gap dropped 2.8% to 8.32% at the time of reporting.
The Gender Pay gap shows initiatives implemented are having positive impacts.
Bonus
15.2% of staff received a bonus in the previous 12 months. The gender breakdown 13.3% Female and 16.7 % Male. These allocations were paid for incentive rewards, bonus scheme and referrals, this resulted in Mean Bonus Gender Pay at 15.25% and Median Bonus 41.9%.Quartile Data
Our upper quartile we have a 71/29 split of males to females in our higher earning bracket. Our Upper middle split is similar 62/38 split. This will continue to be a real focus for us to enable women to progress into more senior roles and narrow our gender pay gap. In 2023/2034 we have female Chief Financial Officer, Managing Director, Financial Director and Marketing Director and we are working towards a more balanced leadership team.Our next initiative is to impact our lower and lower middle quartiles which is reporting an average of 50/50 split.
We have some work to do and will continue to develop a diversity and inclusion strategy not just women but other currently underrepresented groups and continue to review our Talent and Succession planning to ensure decisions are free from unconscious gender bias.
Last updated on 31st January 2024
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