Gender Pay Gap Results 2021

We would like to share with you our Gender Pay Gap Results at April 2021​

Through Gender Pay Gap reporting we are able to compare ourselves to other organisations; the retail sector; and the rest of the country and whilst there is more work to do, the progress we are making is encouraging, to make sure there is more parity of pay between men and women across our business.​

In 2021, at the time of the snapshot for gender pay gap reporting, the majority of our workforce were not working but were on furlough due to the national lockdown in the UK and the forced closure of our stores. A skeleton number of colleagues were in operation. Updated reporting rules due to the Covid 19 pandemic require us to exclude employees that were receiving furlough pay in the reference period (April 2021), therefore our results relate only to the team members that were working at that time, which did not capture circa 35% of all employees. This would have affected the numbers, which due to reduced size of the sample aren’t truly reflective of our current situation.​

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. This 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 data is a snapshot in time at April 2021 and it helps us understand where we need to focus going forward.​

If you have any questions, or need any further information, please speak to your People Partner. There is also a link available at the end of this document if you would like more information about Gender Pay Gap Reporting.​​

Our Plans for 2022

We are proud of the work we have done so far, but it is only the beginning. We are committed to creating a respectful, inclusive and representative culture for all.

New actions we have taken for 2021 so far:

  • In October 2021 we removed our under 21 pay rate, meaning that our hourly paid colleagues are paid for the role they do hold rather than their age.
  • We have embraced the challenges of the pandemic and adopted a hybrid working model, which will give more opportunity to working parents.
  • In September 2021, we launched our new company values, which were devised by our colleagues all of whom were able to give input. We focus on performance in role as well as how we behave by using the values as a guide, this allows a fair and equal approach to recruitment, appraisals, internal promotions, secondment and project opportunities. We are confident that alongside our ‘belonging’ programme we will continue to improve how we attract, develop and empower female colleagues and see further positive results.

Long Service

  • ​ In 2021 we celebrated 199 colleagues reaching 21 years service. This was made up of 60 male and 139 female.

Actions we will take in 2022:​

  • ​ Family friendly practices and policies; a review of all policies with a focus on supporting continuous employment and the launch of our returner onboarding programme ‘open arms’​
  • ​ Menopause policy; awareness training and practical support in the workplace to aid our colleagues to stay in employment as they navigate this chapter of their life.​
  • ​ Empowering Women focus groups; working with our colleagues and external experts to identify ways we can further support our female colleagues in particular. ​
  • ​ Carry out specific listening forums with our female colleagues to understand potential and perceived barriers to, and opportunities for, progression. The outcomes of that listening forum will feed into our ‘Belonging’ plan for 2022 and beyond.​

Understanding the pay gap

The analysis of our pay gap figures as of April 2021 tell us:​

  • ​ Our Executive Board and Senior Leadership Team are equal at 14 male and 14 female.​
  • ​ Our Grade 3 Senior Leadership Team are 47% female and 53% male showing we have provided opportunities for women to work at a senior and leadership level. ​
  • ​ In our restaurants overall, we have equal representative in our hourly paid roles.​
  • ​ In retail, we have a higher proportion of females in hourly paid roles, which drives the lower quartile figure, as only 24% of hourly paid roles are men.
  • ​ In 2021, at the time of the reporting (April 2021) we were required to exclude employees on furlough, which at this time accounted for the majority of all our colleagues. Only 35% of colleagues were working at the date of the report and therefore only their data is included for this report.

Results 2021

OUR MEAN GAP IS​ 21.6%

This metric reflects the difference between the average pay rate and the average pay rate of women at Fenwick. To assess this we first compute the total pay of all male colleagues at Fenwick, and divide this by the total number of male colleagues. We then apply the same computation for our respective female colleagues and the difference between these two figures represents the Gender Pay Gap.​

Hourly Pay – difference between male and female colleagues​.

2021 Retail 2021* UK 2021*
Mean Pay 21.6% 11.8% 15.4%

* ONS (predicted data) 2021
There was no requirement to publish 2019 figures due to the Covid-19 Pandemic

OUR MEDIAN GAP IS​ 5%

If there were two lines of Fenwick colleagues, one of all our female colleagues and one of all our male colleagues, and each line went from the lowest paid to the highest paid, the median pay gap is the difference in pay between the middle colleague in the female line, and the middle colleague in the male line.

Hourly Pay – difference between male and female colleagues​.

2021 Retail 2021*
Median Pay 5% 7.5%

Bonus Pay 2021

OUR MEAN BONUS GAP IS​ -300%

This metric reflects the difference between the average pay rate and the average pay rate of women at Fenwick. To assess this we first compute the total pay of all male colleagues at Fenwick, and divide this by the total number of male colleagues. We then apply the same computation for our respective female colleagues and the difference between these two figures represents the Gender Pay Gap.

OUR MEDIAN BONUS GAP IS​ 45.5%

If there were two lines of Fenwick colleagues, one of all our female colleagues and one of all our male colleagues, and each line went from the lowest paid to the highest paid, the median pay gap is the difference in pay between the middle colleague in the female line, and the middle colleague in the male line.

Females receiving bonus ​ Males receiving bonus​
% of colleagues receiving bonus pay 2.5% 5%

Pay Quartiles

Proportion of male and female colleagues, according to pay bands.

More information​
ACAS guidance on Gender Pay Gap Reporting provides a full description of the normal reporting requirements, the distinction between Gender Pay Reporting and equal pay and links to useful communication materials: www.acas.org.uk/genderpay​