Gender Pay Report
The success and strength of our business is down to the contribution that each and every single colleague makes, and we work hard to reward our colleagues fairly, and in a way which reflects both company and individual performance. As an employer of over 20,000 colleagues we aim to provide a working environment where individuals can build a successful career, reach their full potential and feel supported in managing their interests and commitments outside of work, whatever they may be.
From April 2018 the UK Government requires all employers with more than 250 employees to publish their gender pay gap. Gender pay gap is different to equal pay which is when men and women are paid the same for carrying out the same work. The gender pay gap shows the difference in the average pay between men and women across the entire business, regardless of job role.
Our gender pay gap results (data as at 5th April 2018)
Mean pay gap
The UK average mean gender pay gap is 17.1% (ONS, 2018)
Median pay gap
The UK average median gender pay gap is 17.9% (ONS, 2018)
We are confident that men and women are paid the same salary for fulfilling the same job role within our stores. However, a gender pay gap exists in our business because we have a higher proportion of women in the lowest paid quartile (the 25% of colleagues receiving the lowest pay) reflecting the fact that roles within our stores provide flexible and local employment opportunities that many women find attractive. In addition, although 56% of those in the highest paid quartile (the 25% of colleagues receiving the highest pay) are women, they are under-represented in some of the most senior roles and we recognise that we need to continue to support women to progress.
Bonus pay (Bonus payments made during the 12 months ending 5 April 2018)
We reward eligible colleagues through a combination of both sales and performance related bonuses. Our bonus scheme is gender neutral by design, and we award the same bonus to men and women who are carrying out a job role where similar degrees of skills and responsibility exist. We employ a large number of women of which a significant proportion receive a form of bonus (47% of female colleagues receive a bonus compared to 39 % of male colleagues). Our bonus gap exists because, whilst we have a large population of female colleagues who receive sales related bonuses, women are still underrepresented in the most senior roles which are eligible for the larger performance related bonuses.
Mean bonus gap
Median bonus gap
Addressing the gender pay gap
The analysis of our gender pay gap provides us with further insight into how women are represented at McColl’s and a way of measuring our progress in supporting them to reach their full potential with us. We know that taking considered and deliberate action to ensure talented women progress is important, together with instilling an inclusive culture. Our company values help to guide us in making McColl’s a great place to work and we will continue to support colleagues through the delivery of a strong people plan, which includes the following elements:
- Our Women@McColl’s programme is helping to develop the skills and confidence in women who have the potential to move to more senior roles
- All our Directors have completed unconscious bias training and all senior managers will have accessed this by the end of 2019. We will also launch an e-learning module for colleagues in our stores.
- We know that childcare commitments are one of the barriers to women progressing and we have reviewed our flexible working policy with the aim of providing more options for working parents. For example, we now offer an option to buy extra holiday above normal leave entitlement.
- Our recruitment processes now include competency questions in relation to our leadership skills and our values. We have also reviewed our recruitment advertising to ensure that it does not include any gender bias.
- We have introduced a new performance framework and leadership programme.
- We continue to listen and respond to our colleagues through our regular engagement survey and focus groups.
I confirm that our data has been calculated according to the requirements of The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Karen Bird, Colleague Director