Gender Pay Gap legislation, under the Equality Act 2010, requires an employer with 250 employees or more to publish their gender
Our gender pay gap this year is in the majority reporting the pay gap for our Head Office employees (except for seven Retail employees). The snapshot period for reporting (set by the government) includes 5th April 2021, when all our Retail employees were still receiving furlough payments due to our stores not opening because of lockdown and the Covid crisis. This means that they are not 'full-pay relevant employees' as furlough pay was not at 100%, and therefore, we cannot report them for the pay data. The seven Retail employees included were receiving full pay during their notice period.
The gender pay gap shows the difference between average male and female pay across the Company, regardless of their role, which means that the gender distribution across all levels of the Company will have a significant impact on the gap. The gender pay gap is calculated as the difference between the average hourly earnings (excl. overtime) of men and women as a proportion of the average hourly earnings (excl. overtime) of men's earnings.
The report is an opportunity to check the equity of our average pay across men and women across the whole organisation. It's important that it's not confused with equal pay, which compares the pay rates for the same or similar types of work. There are many reasons why a business may have a gender pay gap, but it does not necessarily indicate that men and women are paid differently for the same type of work. We remain committed to equal pay for equal work, and equal opportunity for all.
This information is based on hourly rates at the snapshot date of 5th April 2021.