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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:
Long Service
Actions we will take in 2022:
Understanding the pay gap
The analysis of our pay gap figures as of April 2021 tell us:
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.
* 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.
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%
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