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Gender Pay Gap Reporting Policy
Employee Communication: Gender Pay Gap reporting
We are an employer required by law to carry out Gender Pay reporting under the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
This involves carrying out six calculations that show the difference between the average earnings of men and women in our organisation; it will not involve publishing individual employee’s data.
We are required to publish the results on our website and a government website. Our data, taken as at 5th April 2017 and accompanying statement is set out as follows:
We can use these results to assess:
• The levels of gender equality in our workplace
• The balance of male and female employees at different levels
• How effectively talent is being maximised and rewarded
The challenge in our organisation and across Great Britain is to eliminate any gender pay gap.
Further details about how we intend to tackle our gender pay gap can be found by:
• Talking to your line manager
• Contacting your HR Department
• Participating in focus groups
• Looking at our company website
Gender Pay Reporting requires our organisation to make calculations based on employee gender. We will establish this by using our existing HR and payroll records. All employees can confirm and update their records by contacting the Payroll Department.
You can always learn more about Gender Pay Reporting by visiting –
Chief Executive Officer
12th March 2018
As a business we are delighted to confirm that –
• Males and Females get paid the same rate of pay for the same jobs at the same level
• Our team split is represented by 57% females and 43% males
• Our median hourly rate for both females and males is exactly the same
• 593 team members were paid a bonus in the reporting year
• Of the bonus payments made, the split of males and females receiving a bonus was within 1% of each other
• A snap shot of the Pay scales covering the Upper Middle and Upper Quartiles represent a 59% female and 41% male split
• A snap shot of the Pay Scales covering the Lower and Lower Middle Quartiles represents a differential of less than 4%
As a business we will continue to monitor and review our Gender Pay data, information, recruitment, promotion and bonus practices and payments to ensure, we are actively aware of any differentials that may exist, taking appropriate steps and actions where practicable and possible to support improvements required.
This statement is made pursuant to section 54 of the Modern Slavery Act 2015, which requires business to state the actions they have taken during the financial year to ensure modern slavery is not taking place in their operations and supply chains. We are fully committed to playing our part in eradicating modern slavery. We firmly advocate for transparency and collaboration to eliminate the risks of modern slavery.
We believe that our trade with people across the countries we source from should have a positive impact, creating jobs and opportunities for people all over the world.
We also have a number of direct and indirect suppliers who support the business in many different ways, to support distribution, store, warehouse and head office, the scale of these supply chain and partner relationships, gives us the opportunity to promote respect for human rights and to make a positive impact on people’s lives.
In our own operations, the majority of our team members are employed on permanent contracts, we have process and procedures to ensure legal compliance in all that we do, with the introduction of safety protection with confidential and whistleblowing helplines, ensuring and providing training and guidance for those involved in the recruitment and management of temporary and permanent recruitment.
The greatest risk of modern slavery exists for workers not in permanent employment. We work closely with our service providers where temporary labour is needed, ensuring regular review of their policies and procedures to provide full visibility and legal compliance in conjunction with the Gangmasters and Labour Abuse Authority (GLAA) and Stronger Together initiatives to reduce any associated risks.
In the last year we have reviewed our internal and external contracts of employments and contract agreements, reviewed all our internal policies and procedures, highlighting to the recruiting managers their responsibilities and requirements to ensure a consistent message and legal compliance. The challenge for the year ahead is to commence the process of reviewing all suppliers within the supply chain to provide a risk free working relationship and complete transparency and compliance with modern slavery.
Chief Executive Officer
20th November 2018