oasis warehouse

GENDER PAY GAP REPORT 2017

INTRODUCTION.

Gender pay reporting legislation requires employers with 250 or more employees in the UK to publish statutory calculations annually showing how large the pay gap is between their male and female employees. The analysis is based on data as at 5th April of each year.

The gender pay gap shows the differences in the average pay between men and women.

This is different to equal pay. Equal pay requires that men and women who carry out the same or similar jobs; or work of equal value, are paid the same. It is unlawful to pay people unequally because they are a man or a woman

OVERVIEW OF OUR BUSINESS.

Warehouse employs 1,168 people in England, Wales and Scotland. Our workforce is predominantly female and this reflects that as a women’s fashion brand, we attract mostly female applicants to work with us.

woman icon 97.3% woman icon 2.7%

Our gender pay gap results should be considered in the context of this female/ male distribution, as the predominance of females in the business does have a significant influence on our overall gender pay gap.

WAREHOUSE GENDER PAY GAP.

pay gap graph 2017

*The mean is the average of a list of numbers and the median is the middle value in all of the numbers listed in a numerical order.

We are confident that men and women are paid on equal terms for doing the same jobs across Warehouse. Where men and women are employed in the same role, women are earning the same as their male colleagues.

The pay gap therefore stems from an uneven distribution of men and women across the business.

LEADERSHIP TEAM.

woman icon woman icon woman icon woman icon woman icon woman icon

According to research by Firstwomen.co.uk, women make up 60% of the total retail workforce, but only 10% of the executive retail board members are female.

We are proud that all of our leadership team are female.

HEAD OFFICE.

woman icon 96% woman icon 4%

HEAD OFFICE GENDER PAY GAP EXCLUDING LEADERSHIP TEAM.

head office graph 2017

The majority of our Head Office employees are female. The males employed within our Head Office teams are in junior management-level roles and upwards, which impacts the Gender Pay Gap calculations and drives up the mean and median pay rates of males compared to females.

RETAIL

woman icon 97.5% man icon 2.5%
retail graph 2017

The majority of our retail employees are female. Our male retail employees are almost entirely employed in our London or our City Flagship stores, where pay rates are higher because they are London or City-Centre weighted. This impacts the Gender Pay Gap within Retail and in particular, the Retail Management Gender Pay Gap. Our Retail Team Members make up the largest proportion of our workforce, with the vast majority being female. We are pleased that we are able to offer part-time employment to 78.8% of our employees in retail.

Warehouse Bonus Gap

bonus gap graph 2017

3.1% of females received a bonus and 3.4% of males received a bonus - all in retail. This equates to 11 females and 1 male.

GENDER DISTRIBUTION PER QUARTILE.

Lower
Male:1%
Female:99%
Lower Middle
Male:2%
Female:98%
Upper Middle
Male:3%
Female:97%
Upper
Male:4.5%
Female:95.5%

The data above illustrates the gender distribution across four equally sized quartiles of the business i.e. dividing all our employees in to four equal groups, from lowest to highest paid.

Our gender demographic is evenly spread across all quartiles.

WHAT OUR DATA TELLS US.

We employ 1,136 women and 32 men across Warehouse Fashions and the men we employ are in Head Office or higher paid retail roles, for example flagship Sales Advisor and Manager level, which results in a mean gender pay gap of 16%. However, it’s important to understand that whilst there are more women employed in our lower paid roles, there are also a lot more women than men employed in our higher paid roles.

OUR ACTIONS.

STRENGTHENING ACCESS TO HEAD OFFICE VACANCIES

We are introducing a new internal vacancy platform allowing any employee looking for that next step the opportunity to search for vacancies. In 2018, we will be looking to place more emphasis on encouraging our Sales population to take that step into not only more managerial roles, but also into roles within our Head Office.

PROMOTING OUR POLICIES TO SUPPORT PROGRESSION

We believe there are two specific policies that can help make us an even more inclusive organisation and support the progression of our employees. These are our Flexible Working Policy and our Shared Parental Leave Policy. While having these policies is good, we do recognise that we could do a better job of making all employees aware of them. So, we will work with our Retail Area Management teams to understand how we can promote these more.

DEVELOPING OUR ATTITUDES TO FLEXIBLE WORKING

All our employees have the opportunity to request to work flexibly and research shows that flexible working helps support the work / life balance of employees, such as those with caring responsibilities. We will be identifying role models to demonstrate the value uncovered by a flexible working approach.

RAISING AWARENESS AND HELPING OUR MANAGERS LEARN

We want to encourage more men in to our Retail Management and Sales Advisor roles throughout the UK, not just in our Flagship stores. We’re reviewing how and where we’re advertising our vacancies, in order to attract more male employees.

SUPPORTING NATIONAL CAMPAIGNS

Our CEO, Liz Evans is an ambassador for RETAIL WEEK’S ‘BE INSPIRED’ campaign. Its purpose is to improve the representation of women in the retail industry by proactively engaging female leaders.

Liz and our Exec team are also ambassadors for the charity SPEAKERS FOR SCHOOLS, which helps state schools inspire their students and broaden their horizons through the experiences and expertise of leading business figures.

We support the Barbican’s Creative Careers programme which is aimed at young creatives or those aspiring to work in the arts or creative industries, helping them to understand how they can fit into and shape the industry.

One of the chosen Company charities is the PRINCES’ TRUST, whose aim is to provide every young person with practical and financial support to help them embrace all opportunities given to them.

DIRECTOR STATEMENT.

Even though we are proud of the activity we undertake, the gender pay gap shown in this report demonstrates that male employees in Warehouse receive a higher average pay rate than our female employees. This is through men being largely underrepresented at our most junior level and more represented in the most senior or highly paid roles and functions.

We welcome the annual requirement to publish gender pay comparisons - it offers an important opportunity to reinforce our existing programme of work, as well as provide us with a stimulus for fresh initiatives.

Reporting annually also allows us to measure the progress that our interventions make, and encourage all our employees to be aware of the contribution they can make to supporting opportunities for themselves and their colleagues.

This report covers employees of Warehouse Fashions Limited. The report covers employees at all levels, including our team of Directors.

I confirm the information and data reported is accurate.

Liz Evans Signature

LIZ EVANS CEO, WAREHOUSE FASHIONS