Gender Pay Gap Report

The obligation: employers with 250 or more employees must publish and report specific figures about their gender pay gap.

We have to report our findings by 4 April each year and have to report on:

  • Mean gender pay gap in hourly pay

  • Median gender pay gap in hourly pay

  • Mean bonus gender pay gap

  • Median bonus gender pay gap

  • Proportion of males and females receiving a bonus payment

  • Proportion of males and females in each pay quartile.

What is mean?

The mean figure is reached by adding up all of the hourly rates of employees and dividing the total by the number of employees. The mean gender pay gap is the difference between mean male pay and mean female pay as at the ‘snapshot’ date (4 April 2018).

What is median?

The median figure is reached by listing all of the hourly rates in order and selecting the middle number. The median gap is the difference in the male and female figure as at the ‘snapshot’ date. It is important to know that the Gender Pay Gap is not the same as Equal Pay.

Equal Pay

Employers must give men and women equal pay for equal work.

Gender Pay Gap

This is the difference between the average earnings of men and women across the Group, expressed as a percentage or

(A – B)/A x 100

Our Gender Pay Gap – Setting the Scene

As at the ‘snapshot’ date, we had a total of 1395 employees, 95% of which are females. A high proportion of our female staff are Retail Associates, who work on a part time basis. We believe these posts to be particularly appealing to female applicants due to the variety of work patterns we offer.

  • Our mean gender pay gap is 44.86% in favour of males

  • Our median gender pay gap is 30.22% in favour of males

We consider that the Mean gender pay gap percentage sits as it does as there is a concentration of the male population of employees in the upper and upper middle quartiles. Due to the nature of the business, there tends to be a trend towards the employment of females overall and this is reflected in all of the quartiles and throughout our figures.

  • Our mean bonus gap is 149.95% in favour of females

  • Our median bonus gap is 0% in favour of females

The proportion of males and females receiving a bonus payment is 1.69% male and 0.18% female.

Quartile distribution:

We are required to report on the proportion of men and women in each of four pay bands. Employers can generate their own "quartiles", each containing an equal number of employees. The proportion of male and female employees in each quartile must then be reported in percentage terms.

1st quartile (lower) Male 1.7% Female 98.3%

2nd quartile (lower middle) Male 0.6% Female 99.4%

3rd quartile (upper middle) Male 4.6% Female 95.4%

4th quartile (upper) Male 14.6% Female 85.9%

Our commitment to equality

We are confident that the systems we have in place ensures that men and women doing the same job, or work of the same value, are paid the same.

All of our policies and procedures are applied equally to staff, regardless of gender. We have an almost equal proportion of males and females at Senior Management and Board level, 46.1% male and 53.9% female.

Our commitment for the future

To ensure that the Gender Pay Gap reporting is adhered to and to continue to be a fair and equal opportunity employer.

I confirm that the information contained in this report is accurate and have been calculated in accordance with the gender pay gap reporting requirements as outlined in the legislation.

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Ian Byrne
Group Finance Director