J O U L E S G R O U P P L C
G E N D E R
PAY G A P
2 0 1 9
BONUS PAY GAP
We report on the % of our colleagues who received a
bonus and used the same calculation as pay to calculate any
mean and median gap between male and female bonus pay.
We are now in the second year of reporting our Gender
Pay Gap and I am pleased to report that we have seen a
decrease in both the mean and median Gender Pay Gap
at Joules, although we acknowledge we have more to do .
We have seen some small but signif icant changes in the
gender make up of each of the pay quartiles this year
and this male/female rebalance, particularly in the lower
quartiles has been encouraging. We are pleased to see
that our representation of women in our senior teams
remains high.
The measurement that the Off ice of National Statistics
use to measure the gender pay gap is the median, and
we are pleased that at 11% our median pay gap is below
the UK National Average (17.9%) and also lower than
the average median pay gap across all companies that
reported through the Gender Pay Gap Reporting process
last year (11.8%)
G E N D E R PAY G A P R E P O R T I N GM E S S A G E F R O M C O L I N P O R T E R
We continue to be committed to reducing our gender pay
gap. This report will detail some of our achievements
so far and our plans going forward that we hope will not
only improve our gender pay gap but impact positively
on the experience of all our colleagues at Joules.
COLIN PORTER, CEO
WHAT DO THE NUMBERS MEAN?
Gender Pay Gap is not the same as Equal Pay. Equal
Pay measures the salary difference between men and
women doing the same work or work of the same value,
whereas the Gender Pay Gap is a more general measure
of the difference in male and female pay across a whole
organisation, regardless of job role or seniority.
We are confident that all male and female colleagues
are paid the same for doing the same roles, or roles of
equal value, and that all our colleagues have the same
opportunities for progression and development. We
believe that any gender pay gap is due to the structure
of our business – as is often the case across the retail
industry, female store-based colleagues account for a large
proportion of our employees – rather than any inequality
in how we pay men and women for doing the same role.
This year we saw the % of male colleagues in the lower
quartile increase by 1% and in the lower mid quartile by 8%.
The following page shows each of the reportable
f igures for our latest Gender Pay Gap report against the
numbers for the previous report – here’s a summary of
what they mean:
MEDIAN PAY GAP
The median is the difference between mid
point male salary and mid point female salary.
QUARTILES
This shows all our colleagues divided into four
equal-sized groups based on hourly pay rates, with
the top quartile covering the highest-paid 25% and
the lower quartile covering the lowest 25%.
MEAN PAY GAP
The mean is the difference between average
male salary and average female salary.
G E N D E R PAY G A P R E P O R T I N GW H E R E A R E W E N O W ?
The median is the difference between mid point
male salary and mid point female salary
Last yearMedian Pay Gap
The mean is the difference between average male
salary and average female salary
Last yearMean Pay Gap
% OF COLLEAGUES BY QUARTILE
% OF COLLEAGUES BY JOULES SITE
Male
Female
Head Off ice Distribution Centre
Retail Stores
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
93%
7% 8%21% 28%
92% 79% 72%
15% 11% 33%
29.1%
-2.9% 0.7%
-3.6%
36%
Proportion of males and females receiving bonus.
Last year
• Female 1% received a bonus
• Male 3% received a bonus
This year
• Female 1% received a bonus
• Male 3% received a bonus
This yearMean Bonus Gap
Last yearMedian Bonus Gap
This yearMedian Bonus Gap
Last yearMean Bonus Gap
This yearMedian Pay Gap
This yearMean Pay Gap
MEDIAN PAY GAP MEAN PAY GAP
QUARTILES LAST YEAR THIS YEAR
Female Male Female Male
LOWER QUARTILE 93% 7% 92% 8%
LOWER-MID QUARTILE 92% 8% 84% 16%
UPPER-MID QUARTILE 79% 21% 88% 12%
UPPER QUARTILE 72% 28% 71% 29%
9%23%
91%77%
51%
49%
G E N D E R PAY G A P R E P O R T I N GW H AT H A V E W E B E E N D O I N G ?
WHAT WE SAID LAST YEAR
We will be putting together an action plan to proactively
encourage more male candidates to join our retail teams
and to focus on diversity across the business.
We are also focussed on our pay strategy of maintaining
our rates above the National Living Wage (NLW)
Ensure that job opportunities across the business are
made available to all our colleagues
Make our learning and development opportunities
accessible to colleagues across the business
Offer our enhanced pay for maternity, paternity,
adoption and shared parental leave
WHAT WE HAVE DONE
We have seen an encouraging rebalance of male/female
colleague numbers in the lower and lower middle quartiles
We continued to set our minimum pay rates above the
NLW for those of all ages
Across the business 35% of roles advertised were
f illed internally
We have recently launched our ‘Development Offer’ to
colleagues across the business
We continue to offer enhanced pay for all types of
family leave
WHAT’S NEXT?
OUR ORGANISATION DESIGN
• We will continue to focus on gender balance and
representation across the business.
• We will focus on ensuring that high quality f lexible
working opportunities are available for all colleagues
regardless of their gender or position in our business
• We will work towards producing clear career
pathways across our business so our colleagues can
see and work towards progression opportunities.
• We will implement a number of tools to encourage
feedback and conversation about how our colleagues
feel about our business and their roles including a
business wide engagement survey and a new tool
called My Catch Ups which will support quality
conversations between our managers and colleagues.
LEARNING AND DEVELOPMENT
• We will continue to promote our Development Offer,
providing all colleagues with opportunities to access
learning and development tools.
• We will widen opportunities for Apprenticeships
across the business.
REWARD
• We will continue to focus on our Retail Sales
Assistant pay rates to provide a rate above the
National Living Wage which we will apply regardless
of age.
• We will continue to use a robust method to grade
and benchmark roles within the business to ensure
fair and equitable pay rates for our colleagues.
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