Paul Smith Limited 2018

Gender Pay Gap Report

Gender Pay Gap legislation, under the Equality
Act 2010, requires an employer with 250
employees or more to publish their gender pay
gap for their employees. We collected our data
on 5th April 2018, when our workforce consisted
of 434 women and 441 men.

Paul Smith Limited 2018 Gender Pay Gap Report

Paul Smith Limited 2018
Gender Pay Gap Report

Gender Pay Gap legislation, under the Equality Act 2010, requires an employer with 250 employees or more to publish their gender pay gap for their employees. We collected our data on 5th April 2018, when our workforce consisted of 434 women and 441 men.

Paul Smith Limited 2018 Gender Pay Gap Report

What Is The Gender Pay Gap?

The Gender Pay Gap is the difference in pay between men and women explained through various statistics. A range of factors, including the measurement of a company’s workforce, influences it.

The Gender Pay Gap is different from Equal Pay, which is about a man and woman receiving equal pay for the same or similar job. Along with Equal Pay, Paul Smith Limited is committed to adopting a visible and fair working environment, rewarding employees based on their work performance.

What Is The Gender Pay Gap?

The Gender Pay Gap is the difference in pay between men and women explained through various statistics. A range of factors, including the measurement of a company’s workforce, influences it.

The Gender Pay Gap is different from Equal Pay, which is about a man and woman receiving equal pay for the same or similar job. Along with Equal Pay, Paul Smith Limited is committed to adopting a visible and fair working environment, rewarding employees based on their work performance.


Paul Smith Limited Gender Pay Gap Results - 2018

The vast majority of organisations have a gender pay gap, and we are pleased to be able to say that our gap compares favourably with that of other organisations, including those within our industry.

17.0%

Mean UK*
gender pay gap

18.5%

Mean Retail Sector
gender pay gap*

4.66%

Mean Paul Smith
Limited gender pay gap

17.9%

Mean UK*
gender pay gap

17.7%

Mean Retail Sector
gender pay gap*

-12.91%

Mean Paul Smith
Limited gender pay gap

*Based on estimates from the ASHE survery 2018

Paul Smith Limited Gender Pay Gap Results - 2018

The vast majority of organisations have a gender pay gap, and we are pleased to be able to say that our gap compares favourably with that of other organisations, including those within our industry.

17.0%

Mean UK*
gender pay gap

18.5%

Mean Retail Sector
gender pay gap*

4.66%

Mean Paul Smith
Limited gender pay gap

17.9%

Mean UK*
gender pay gap

17.7%

Mean Retail Sector
gender pay gap*

-12.91%

Mean Paul Smith
Limited gender pay gap

*Based on estimates from the ASHE survery 2018


Gender Population By Pay Quartile

As required by the regulations we have split our relevant paid colleagues into four equal quartiles based on their average total hourly rate of pay to show the gender distribution for each quartile.

Lower Quartile

67%

33%

Second Quartile

48%

52%

Third Quartile

40%

60%

Upper Quartile

47%

53%

Bonus Pay Gap

The mean gender bonus gap for Paul Smith Limited is 44.37%.

The median gender bonus gap for Paul Smith Limited is -3.76%.

The proportion of male employees in Paul Smith receiving a bonus is 82% and the proportion of female employees receiving a bonus is 87%.

Paul Smith Limited 2018 Gender Pay Gap Report

Understanding The Gap

A year on, our gender pay gap remains largely unchanged and we are pleased to report that our gap compares favourably with that of other organisations, including those within our industry.

The mean gender pay gap for the whole economy (according to the October 2018 Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) figures) is 17%, while in the retail and wholesale sector it is 18.5%. At 4.66% our mean gender pay gap is therefore significantly lower than both that for the whole economy and that for our sector.

The median gender pay gap for the whole economy (according to the October 2018 ONS ASHE figures) is 17.9%, while in the retail and wholesale sector it is 17.7%. At -12.91 our median gender pay gap is drastically lower than both that for the whole economy and that for our sector.

The mean gender bonus gap is relatively large at 44.37% however our median gender bonus gap at -3.76% is lower than last year’s results. This is mainly down to two contributing factors.

The large mean gender bonus gap is due to the fact that some of our directors received a bonus payment for performance from 2015-2018. Prior to this no bonus had been paid out to the board for the previous three years. However, as the board of directors consists of five men, including the majority shareholder, this one off bonus payment has increased the gap significantly. It is worth noting that the organisation’s all male board is driven by the fact that staff turnover at this level is much lower than that in other roles.

In October 2017 all employees received a one off bonus payment which was equivalent to 1.5% of their annual salary. This was given as part of the yearly pay review instead of a pay increment. This low median gender bonus figure shows that our men and women are paid equally for doing the same or equivalent work.

Paul Smith Limited is committed to the principle of equal opportunities and equal treatment for all employees,regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability.

We are confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather the gender pay gap is the result of the fact we have a higher proportion of females in part time roles and an all-male board of directors.

53% of our highest paid senior leadership roles are women which shows that we are committed to promoting flexible working across the company to support women back into the workplace after taking a career break and this also shows that Paul Smith Limited pays its part-time employees the same rate as their full time equivalent.

67% of our lowest paid workforce are men which is due to the fact we have a high proportion of male employees employed within our Warehouse, a role which attracts an entry level hourly rate.

Our Commitment to Addressing The Gender Pay Gap

While Paul Smith Limited’s gender paygap compares favourably with that of organisations both across the whole UK economy and within the retail and wholesale sector, this is not a subject about which Paul Smith Limited is complacent, and it is committed to doing everything it can to reduce the gap. To date, the steps Paul Smith Limited has taken to promote gender diversity in all areas of its workforce include the following: -

  • Flexible Working

Last year, we committed to continue to promote flexible working for both men and woman across the organisation. Out of the 18 applications received between 6 April 2017 and 5 April 2018, we are pleased to report that 16 of these were granted, five of which were supporting woman return from maternity leave, and these new working arrangements have proved successful for both the individual employees concerned and their teams. In order to continue to promote flexible working, Paul Smith Limited is committed to promoting its flexible working arrangements so it is clear that employees in all areas and levels of the organisation will be considered for flexible working regardless of their role and level of seniority, and that flexible working need not be limited to part-time working.

  • Promoting Talent

In October 2017 we introduced a retail apprenticeship scheme for all UK stores to help support internal promotion and progression and last year we made a commitment to identify other areas in the business where we can duplicate this.

In order to prepare and empower our leaders, Paul Smith Limited now has a management apprenticeship scheme running in its warehouse and a number of similar training schemes, in other areas throughout the organisation. These apprenticeships have been chosen, dependant on the employee and their role, with a view to help them work towards building on the skills they need to take ownership of their careers.

We are already seeing early signs of progress as currently 48% of women make up our apprenticeship cohort. This coming year, we will would aim to increase this percentage of female participants to help improve opportunities for all our employees to progress in order to consistently retain a gender balance across all levels. We will do this by continuing to promote the opportunities available for further training through our managers and on our company intranet.

None of these initiatives will, of itself, remove the gender pay gap, and it may be several years before some have any impact at all. In the meantime, Paul Smith Limited is committed to reporting on an annual basis on what it is doing to reduce the gender pay gap and the progress that it is making. Any further initiatives launched throughout the year will be reported on the company intranet.

Gender Population By

Pay Quartile

As required by the regulations we have split our relevant paid colleagues into four equal quartiles based on their average total hourly rate of pay to show the gender distribution for each quartile.

Lower Quartile

Male

67%

Female

33%

Second Quartile

48%

52%

Third Quartile

40%

60%

Upper Quartile

47%

53%


Bonus Pay Gap

The mean gender bonus gap for Paul Smith
Limited is 44.37%.

The median gender bonus gap for Paul Smith
Limited is -3.76%.

The proportion of male employees in Paul Smith
receiving a bonus is 82% and the proportion of
female employees receiving a bonus is 87%.

Paul Smith Limited 2018 Gender Pay Gap Report

Understanding The Gap

A year on, our gender pay gap remains largely unchanged and we are pleased to report that our gap compares favourably with that of other organisations, including those within our industry.

The mean gender pay gap for the whole economy (according to the October 2018 Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) figures) is 17%, while in the retail and wholesale sector it is 18.5%. At 4.66% our mean gender pay gap is therefore significantly lower than both that for the whole economy and that for our sector.

The median gender pay gap for the whole economy (according to the October 2018 ONS ASHE figures) is 17.9%, while in the retail and wholesale sector it is 17.7%. At -12.91 our median gender pay gap is drastically lower than both that for the whole economy and that for our sector.

The mean gender bonus gap is relatively large at 44.37% however our median gender bonus gap at -3.76% is lower than last year’s results. This is mainly down to two contributing factors.

The large mean gender bonus gap is due to the fact that some of our directors received a bonus payment for performance from 2015-2018. Prior to this no bonus had been paid out to the board for the previous three years. However, as the board of directors consists of five men, including the majority shareholder, this one off bonus payment has increased the gap significantly. It is worth noting that the organisation’s all male board is driven by the fact that staff turnover at this level is much lower than that in other roles.


In October 2017 all employees received a one off bonus payment which was equivalent to 1.5% of their annual salary. This was given as part of the yearly pay review instead of a pay increment. This low median gender bonus figure shows that our men and women are paid equally for doing the same or equivalent work.

Paul Smith Limited is committed to the principle of equal opportunities and equal treatment for all employees,regardless of sex, race, religion or belief, age, marriage or civil partnership, pregnancy/maternity, sexual orientation, gender reassignment or disability.

We are confident that our gender pay gap does not stem from paying men and women differently for the same or equivalent work. Rather the gender pay gap is the result of the fact we have a higher proportion of females in part time roles and an all-male board of directors.

53% of our highest paid senior leadership roles are women which shows that we are committed to promoting flexible working across the company to support women back into the workplace after taking a career break and this also shows that Paul Smith Limited pays its part-time employees the same rate as their full time equivalent.

67% of our lowest paid workforce are men which is due to the fact we have a high proportion of male employees employed within our Warehouse, a role which attracts an entry level hourly rate.


Our Commitment to Addressing

The Gender Pay Gap

While Paul Smith Limited’s gender paygap compares
favourably with that of organisations both across the whole UK
economy and within the retail and wholesale sector, this is not
a subject about which Paul Smith Limited is complacent, and
it is committed to doing everything it can to reduce the gap.
To date, the steps Paul Smith Limited has taken to promote
gender diversity in all areas of its workforce include the
following: -

  • Flexible Working

Last year, we committed to continue to promote flexible working for both men and woman across the organisation. Out of the 18 applications received between 6 April 2017 and 5 April 2018, we are pleased to report that 16 of these were granted, five of which were supporting woman return from maternity leave, and these new working arrangements have proved successful for both the individual employees concerned and their teams. In order to continue to promote flexible working, Paul Smith Limited is committed to promoting its flexible working arrangements so it is clear that employees in all areas and levels of the organisation will be considered for flexible working regardless of their role and level of seniority, and that flexible working need not be limited to part-time working.


  • Promoting Talent

In October 2017 we introduced a retail apprenticeship scheme for all UK stores to help support internal promotion and progression and last year we made a commitment to identify other areas in the business where we can duplicate this.

In order to prepare and empower our leaders, Paul Smith Limited now has a management apprenticeship scheme running in its warehouse and a number of similar training schemes, in other areas throughout the organisation. These apprenticeships have been chosen, dependant on the employee and their role, with a view to help them work towards building on the skills they need to take ownership of their careers.

We are already seeing early signs of progress as currently 48% of women make up our apprenticeship cohort. This coming year, we will would aim to increase this percentage of female participants to help improve opportunities for all our employees to progress in order to consistently retain a gender balance across all levels. We will do this by continuing to promote the opportunities available for further training through our managers and on our company intranet.

None of these initiatives will, of itself, remove the gender pay gap, and it may be several years before some have any impact at all. In the meantime, Paul Smith Limited is committed to reporting on an annual basis on what it is doing to reduce the gender pay gap and the progress that it is making. Any further initiatives launched throughout the year will be reported on the company intranet.


Paul Smith Limited 2018 Gender Pay Gap Report
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