2018 GENDER PAY GAP - mandco-online.com GENDER PAY GAP final.pdf · Gender Pay Gap Reporting Gender Pay Gap Reporting (GPGR) requires UK businesses with more than 250 employees to

2018 GENDER PAY GAP REPORT

2018 Gender Pay Gap in M&Co

We are a family business and our values are based on fairness and equality. We are committed to ensuring that all those who work for us can reach their full potential. In our latest Best Companies Engagement Survey, our colleagues scored M&Co positively for being run on strong values/principles.

94% per cent of our colleagues and 96% of our customers are female. Gender equality is therefore extremely important to us and we welcome the opportunity of making improvements in this area.

Over the last year, we have introduced gender and diversity training for line managers and colleagues. We have also updated our recruitment materials and practices and will continue to introduce improvements to promote inclusion and diversity.

We know it will take time to reduce our gender pay gap and we will continue to put in place clear actions towards achieving gender balance in every area of our business.

Gender Pay Gap Reporting

Gender Pay Gap Reporting (GPGR) requires UK businesses with more than 250 employees to publish their GPGR statistics.

The gender pay gap is the percentage difference between average hourly earnings for males and females. It is not about equal pay for males and females. M&Co operates a fair and consistent process to ensure males and females are paid equally for the same role.

This report analyses the differences in average pay between males and females in M&Co. A positive percentage value means that males are paid more, and a negative percentage value indicates that females are paid more.

• The mean value is the percentage difference between the average hourly earnings of males and females.

• The median difference is the percentage difference between the population midpoint for each gender.

Gender Pay Gap in M&Co

Key Findings

For the total company the average male is paid 44.0% more as a mean average, this has reduced from 47.5% in the previous year. The median average of a male is 10.4% higher, a small increase on the 10.2% of the prior year. Both these measures are based on hourly rates of pay as at the snapshot date of 5 April 2018. The variances are driven by the way the measure is calculated rather than giving a true view of pay equality in the company.

The table below looks at each individual area of the company. The 2 areas of greatest variance are within the Senior Leadership Team (SLT), where females are paid on average more than males, and conversely in the Board where the average male is paid more.

The main reason for our gender pay gap is that, despite having more females in the Senior Leadership Team than males, the number of females in our stores (2,810) signifi cantly reduces the average pay rate for females.

Our Team Make-up

To give some detail and understanding behind the fi gures, it is necessary to understand the composition of our teams. As a fashion retailer, we attract predominantly female applications. In our sales advisor roles, which are based within our stores, we offer fl exibility in hours of work and working patterns which we believe also appeals to many females.

• 94% of all employees in M&Co are female with the majority of these employees based in our stores in sales advisor positions

• 6% of employees are male and they are predominantly based in our Support Centre in comparatively higher paid roles.

The high percentage of female staff in stores therefore skews the overall mean and median pay of female staff to the lower end of the pay scale, whilst conversely the high percentage of male staff in traditionally higher paid support offi ce roles skews the mean and median pay of male staff to the higher end of the pay scale.

The graph below shows only 39% of our total 206 male colleagues work in stores compared to 92% of our total 3,066 female colleagues. Furthermore, almost 2 in every 5 male colleagues work in our Support Centre compared to only 1 in every 13 female colleagues.

RetailIn our stores, where 88% employees work, the gender pay results are:

Board Leadership

At Board level, we have 25% female representation. The mean and median pay gaps are:

Senior Leadership

In this area, which makes up the vast majority of our business, there is a small negative gender pay gap. Based on the mean calculation females are paid 2.8% more, with the median calculation showing the “typical” female store employee is paid 3.7% more than the “typical“ male store employee.

Bonuses are achieved depending on individual store performance against company targets.

The mean gender pay gap grew and the median gender pay gap reversed following the appointment of a new male Board member in the year.

Our Senior Leadership Team (SLT) is 59% female and our pay gap is:

Pay Quartiles

The pay quartiles split our employees into 4 equal sized groups depending on rate of pay. Those on the lowest hourly rate are within the lower quartile, colleagues on the highest rate are included within the upper quartile. The graph below shows the gender split within each of those quartiles:

Females are highly represented in each quartile. 57% of all male colleagues are within the upper quartile compared to 23% of the female population in the upper quartile. This means, despite female colleagues having signifi cantly higher presence than males in both the upper quartile and Senior Leadership Team, the fact that we have a larger number of female colleagues in our stores than we do male colleagues dilutes the effect of the higher paid females in the upper quartile. This is the main reason for our gender pay gap.

In our Senior Leadership Team, female colleagues are on average paid 16% higher than their male colleagues and the “typical” female SLT employee over 19% more than the “typical” male SLT employee.

Gender Bonus Gap

The Gender Bonus Gap and proportion of colleagues awarded a bonus for the year up to April 2018:

The gender bonus pay gap in both the mean and median calculation has reduced from theprior year and in the year measured a higher proportion of female employees achieved a bonusthan male employees.

The low value of bonus payments means small value differences result in large % variances.

Everyone in M&Co has the opportunity to earn a bonus and this is dependent on performance in each business area. This will therefore vary year on year depending on business results.

Senior Leadership Mentorship

We have run individual tailored programmes to help senior leaders move forward in our business.

I confirm the information is accurate

Signed: Andy McGeoch Chief Executive

Our Culture

We are committed to ensuring diversity in the workplace and promoting a culture that provides equal opportunities for all colleagues.

We have many initiatives to support our commitments such as:

Access to new career opportunities

All internal vacancies are advertised and open to all employees for application. Equality and Diversity training

Training is provided to line managers to support good recruitment practices and to promote equality and diversity in the workplace.

Flexible Working

We continue to offer flexible working and shared parental leave.

Step up programme

We have a leadership programme to support our talented retail colleagues in reaching the next level on their career path. We are developing similar programmes across other areas in the business to maximise internal opportunities.