Paul Smith Limited 2019

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 2019
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 2019, when our workforce consisted of 459 women and 435 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 - 2019

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 Retail & Wholesale Sector gender pay gap*

16.2%

Mean UK
gender pay gap*

8.99%

Mean Paul Smith
Limited gender pay gap

17.5%

Median Retail & Wholesale Sector gender pay gap*

17.3%

Median UK* gender pay gap

-9.46%

Median Paul Smith
Limited gender pay gap

*Based on estimates from the ASHE survey 2019

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 Retail & Wholesale Sector gender pay gap*

16.2%

Mean UK* gender pay gap*

8.99%

Mean Paul Smith
Limited gender pay gap

17.5%

Median Retail & Wholesale
Sector gender pay gap*

17.3%

Median Paul Smith Limited
gender pay gap

-9.46%

Median Paul Smith
Limited gender pay gap

*Based on estimates from the ASHE survey 2019


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

64%

Female

35%

Second Quartile

44%

56%

Third Quartile

37%

63%

Upper Quartile

49%

51%

Bonus Pay Gap

The mean gender bonus gap for Paul Smith Limited is 25.59%.

The median gender bonus gap for Paul Smith Limited is 0%.

The proportion of male employees in Paul Smith receiving a bonus is 79% and the proportion of female employees receiving a bonus is 80%.

Paul Smith Limited 2018 Gender Pay Gap Report

Understanding The Gap

A year on, our gender pay gap has slightly increased from last year’s results, however we are still 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 2019 Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) figures) is 16.2%, while in the retail and wholesale sector it is 17%. At 8.99% 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 2019 ONS ASHE figures) is 17.3%, while in the retail and wholesale sector it is 17.5%. At -9.46% 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 25.59%, which is lower than last year’s results, although we appreciate there is still a gap. A contributing factor to this figure is that some of
our directors received a bonus payment for performance for 2018. However, as the board of directors consists of five men, including the majority shareholder, this bonus payment has contributed to the gap. It is worth noting that the organisation’s all male board is driven by the fact that turnover at this level is much lower than that in other roles.

Our median gender bonus gap is at 0%. This low median gender bonus figure shows that our men and women are rewarded 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.

51% 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.

64% 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 women across the organisation. Out of the 19 applications received between 6 April 2018 and 5 April 2019, we are pleased to report that 15 of these were granted, five of which were supporting women returning from maternity leave, and these new working arrangements have proved successful for both the individual employees concerned and their teams.

Out of the four applications that the company could not grant, three of these were applications which were put forward following a consultation with our Warehouse employees to introduce shift patterns to enable the Warehouse to operate seven days a week. These shifts were introduced to stabilise the Warehouse working hours, to increase productivity and remain competitive within the market place. The department required a more flexible workforce and working pattern to enable them to react to the ever-changing requirements from our own retail stores, wholesale customers and the growing e-commerce business around the world. Even though the company could not grant these flexible working requests fully we did consider ways to try and accommodate the requests and offered compromises as a result.

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 January 2019 we introduced a Management Development Programme for our Warehouse Senior Supervisors and Team Leaders to provide leadership and management skills to allow them to drive, develop and successfully lead a team.

We also have other training schemes running throughout
the organisation, which include Facilities Management, Accountancy and Finance, Project Management and Customer Services. All 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.

The retail apprenticeship which was introduced in October 2017 for our UK Sales Consultants and Supervisors was successful, as all the employees who completed the course successfully passed. We are currently in the process of looking into programmes for UK Retail Management where we can duplicate this.

We are continuing to see signs of development as currently 44% 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

64%

Female

35%

Second Quartile

44%

56%

Third Quartile

37%

63%

Upper Quartile

49%

51%


Bonus Pay Gap

The mean gender bonus gap for Paul Smith
Limited is 25.59%.

The median gender bonus gap for Paul Smith
Limited is 0%.

The proportion of male employees in Paul Smith
receiving a bonus is 79% and the proportion of
female employees receiving a bonus is 80%.

Paul Smith Limited 2018 Gender Pay Gap Report

Understanding The Gap

A year on, our gender pay gap has slightly increased from
last year’s results, however we are still 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 2019 Office for National Statistics (ONS) Annual Survey of Hours and Earnings (ASHE) figures) is 16.2%, while in the retail and wholesale sector it is 17%. At 8.99% 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 2019 ONS ASHE figures) is 17.3%, while in the retail and wholesale sector it is 17.5%. At -9.46% 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 25.59%, which is lower than last year’s results, although we appreciate there is still a gap. A contributing factor to this figure is that some of
our directors received a bonus payment for performance for 2018. However, as the board of directors consists of five men, including the majority shareholder, this bonus payment has contributed to the gap. It is worth noting that the organisation’s all male board is driven by the fact that turnover at this level is much lower than that in other roles.

Our median gender bonus gap is at 0%. This low median gender bonus figure shows that our men and women are rewarded 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.

51% 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.

64% 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 women across the organisation. Out of the 19 applications received between 6 April 2018 and 5 April 2019, we are pleased to report that 15 of these were granted, five of which were supporting women returning from maternity leave, and these new working arrangements have proved successful for both the individual employees concerned and their teams.

Out of the four applications that the company could not grant, three of these were applications which were put forward following a consultation with our Warehouse employees to introduce shift patterns to enable the Warehouse to operate seven days a week. These shifts were introduced to stabilise the Warehouse working hours, to increase productivity and remain competitive within the market place. The department required a more flexible workforce and working pattern to enable them to react to the ever-changing requirements from our own retail stores, wholesale customers and the growing e-commerce business around the world. Even though the company could not grant these flexible working requests fully we did consider ways to try and accommodate the requests and offered compromises as a result.

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 January 2019 we introduced a Management Development Programme for our Warehouse Senior Supervisors and Team Leaders to provide leadership and management skills to allow them to drive, develop and successfully lead a team.

We also have other training schemes running throughout
the organisation, which include Facilities Management, Accountancy and Finance, Project Management and Customer Services. All 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.
The retail apprenticeship which was introduced in October 2017 for our UK Sales Consultants and Supervisors was successful, as all the employees who completed the course successfully passed. We are currently in the process of looking into programmes for UK Retail Management where we can duplicate this.

We are continuing to see signs of development as currently 44% 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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