INDUSTRY INSIGHT


and attract female interviewees. We have no gender bias in promotions or performance reviews. Women achieve the same proportion of ‘High


Performing’ as men, and meet


assessments the


same


framework of orientation in terms of merit rewards as men. Women are returning from maternity leave and staying with the company on return, which means we are not losing talented female staff at that point in their career. “To support this, Henkel has a flexible working policy and the majority of requests are granted. However, few requests are made each year and more women than men leave citing ‘personal reasons’. We need better to understand why.”


“B&Q reports that women’s mean hourly rate is 8.8% lower than men’s, and the median hourly rate is 2% lower”.


Detailed analysis Bents Garden Centre Ltd, which ttrades as Bents Garden & Home, reports women’s mean hourly rate is 8.3% lower than men’s, showing that women earn 92p for every £1 that men earn. Women’s median hourly rate for Bents Garden & Home is 0%.


Bents finance director Brian Daniels says: “As a family run business, we are really passionate about treating all our colleagues equally, no matter what their gender is and as such we are fully dedicated to an equal pay structure for all our colleagues.


15.5% lower than men’s, but the median hourly rate


is only 0.1%


lower than men’s. Across all four pay quartiles in Dobbies, women have a higher representation over men. Dobbies COO Graham Jenkins says the data is encouraging but that there is work yet to be done: “’Treating people the way we like to be treated’ is one of Dobbies’ key values. Sharing our Gender Pay Gap Report is an important step in continuing to engage with our colleagues about equality. “It is encouraging to see our median pay gap is only 0.1%, and that our mean pay gap is smaller than both the UK average and the retail sector in general. However we are uncomfortable with any gap, even if it is driven by factors prevalent across most UK companies. We consider it our role to understand the reasons for the gap and, where possible, address them. “As with any report, the benefit lies, not in the figures themselves,


16 DIY WEEK 11 MAY 2018


but in the actions taken as a result of its publication and, as such, we see these statistics as a fundamental benchmark in our ongoing drive for fairness and equality. “At Dobbies ‘we are passionate about doing things better’ and are confident that by understanding the gap we will take the appropriate actions to continue to work towards making Dobbies a business where every colleague can reach their full potential.”


A complex story Unfortunately, not all reports are as encouraging, although it is important to note that the data compiled cannot simply be viewed as black and white. Henkel Ltd reports women’s mean hourly rate is 29.9% lower than men’s and the median hourly rate is 32.7% lower than men’s. The proportion across pay quartiles also paints a rather poor picture regarding gender


representation


in the business, with the highest representation of women being in the lowest paid category (64%), the lower middle quartile showing the closest figure for a complete balance with 48% of women represented in that group; however, the senior positions of the business only show 29% of women in the upper middle quartile and 23% in the highest paid top quartile in the business. In the report Henkel says: “The statistics required by legislation tell only a basic story.” In response, Henkel’s Executive Committee established


a working group,


tasked with identifying the causes of Henkel’s gender pay gap. “Adhesive Technologies is Henkel’s largest business division, accounting for approximately 210 employees (over 50%). This sector traditionally attracted male applicants to sales and technical roles and growth by acquisitions has brought in more men than women. “We need to work harder to reach


“Detailed analysis of our bonus pay data shows that the mean bonus pay gap does not arise from women and men doing the same job, and being paid differently. We are pleased to see that our median bonus pay rates reflect our females in our senior leadership roles of 60%. It is to be acknowledged to support the figures, that as a business and especially in our senior leadership roles, we have 60% females to 40% male, and as seen in the above quartiles across all roles we have 65% females to 35% male. “We are comfortable that we pay men and women the same for carrying out the same roles and we have processes in place to strive for equality through our recruitment and retention practices. We continually review our pay structures for all roles across the business and we will continue to report the Gender Pay annually.” Decco Ltd reports the same figures as Bents Garden & Home in terms of the difference in hourly rate, with women’s mean hourly rate 8% lower than men’s and the median hourly rate being equal across both genders. However the proportion of female representation across the business is much lower, with 10%


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