The gender pay gap reporting process requires a large number
of variables to be distilled into a few statistical figures, making
direct comparisons with other organisations difficult.
It is also particularly important to appreciate that the gender
pay gap is not the same thing as equal pay. Equal pay means
paying a man and woman the same pay for performing the
same or broadly similar work. By contrast, the gender pay gap
requires the pay of the average man within the whole
organisation to be compared with the pay of the average
woman.
We are confident that our gender pay gap is not a reflection of
an equal pay issue; instead, it is driven by the structure of our
workforce and the fact that we have more men than women in
senior, and therefore more higher paying roles, when viewing
the workforce as a whole. This demographic challenge is well
known and shared by many other companies both in the retail
and manufacturing sectors and beyond.
The gender pay gap shows the difference in pay between men and women across an entire
organisation as calculated according to the Government's prescribed methodology.
This report calculates the following:
The mean gender pay gap is the difference in the average hourly rate of pay for men and women
across the business.
The median gender pay gap looks at the difference in hourly pay for the middle male and middle
female employee in an organization when ranking a company's male and female populations from
lowest to highest hourly pay.
As part of the gender pay reporting process, we are required to split our workforce into four equal
groups to show the proportion of men and women in each quartile. We did this by listing employees
from the lowest hourly paid to the highest hourly paid, and then dividing the list of employees into
four equal parts
Opening Statement The Gender Pay Gap Explained Our 2022 Figures Closing the Gap