When we published these last year, it was good to see that our Median Gender Pay Gap was smaller than both the UK average and the Retail sector in general. That continues to be the case and we have also made progress in reducing the Median Gender Pay Gap, as you will see from the figures.
For those of you not familiar with the terminology, the Gender Pay Gap is the measure of the difference in average pay between men and women, regardless of their role and where they work, and allows us to compare ourselves to other organisations, the retail sector and the rest of the country. A Gender Pay Gap is different from an equal pay comparison, which involves the direct comparison of two people, or groups of people, carrying out the same work.
To calculate the Gap, we list all the female hourly rates of pay and all the male hourly rates of pay, and the Median Gender Pay Gap is the difference between the middle female colleague on the list and the middle male colleague on the list. The other measure is the Mean which shows the difference in average hourly rates of pay, which is affected by the number of men and women in different roles.
The calculations are based on data as at April 2018 and include any commission or discretionary bonus paid in the previous 12 months. As bonus information is reported as a total rather than hourly, our percentage Mean and Median are higher, as we have more part-time female colleagues than part-time male colleagues.
You will see from the figures that we have improved both the Median and Mean Gender Pay Gap and that the Median Gap in Fenwick is better than the Median Gap in Retail and the rest of the UK. We will, of course, continue to monitor our rates of pay to ensure that all colleagues are paid fairly and in line with the market.
The figures below outline our difference between men and women. It i
s good to see that our median level is better than the Median Gap in Retail and the rest of the UK.
*Based on estimates from ASHE Survey 2018.
**Bonus information is reported as a total and includes commission payments made. Our percentage Mean and Median are higher, as we have more part-time female colleagues than part-time male colleagues.
Male 71% Female 70.1%
Why not 100%? The difference is the number of colleagues who were not entitled to the discretionary bonus in 2017, i.e. colleagues who had less than one year’s service by 1 December 2017.
For further guidance on Gender Pay Gap Reporting, ACAS provides a full description of the reporting requirements the link is: www.acas.org.uk/genderpay
Chief Executive Officer