GENDER PAY REPORT 2018

Transcription

1 GENDER PAY REPORT Dixons Carphone DSG Retail Ltd The Carphone Warehouse Ltd

2 INTRODUCTION Our people are our most important asset, so making sure they feel valued, are treated fairly and have the same access to opportunities at work is a priority. Therefore we welcome the legislation introduced by the UK government requiring every employer to publish its Gender Pay Gap by April. At Dixons Carphone our Median Pay Gap is 6.1% and while significantly lower than the national median pay gap of 18.4%*, the new reporting requirements have made us look closely at how we attract, recruit and develop people and identify how we can improve. In many of our roles, flexible working options attract a diverse range of colleagues who can balance their hours by finding a shift, work pattern or overtime options to suit them, however, we do recognise the need to further address the gender balance across our business and are fully committed to designing and implementing a coordinated approach to close our gap. We feel it is important to continue positive actions that encourage people to grow within our company, which is why our approach is not just about the figures - it is about closing the gap in a considered and methodical way that is right for every colleague. ROB GARNER Group HR Director ROB GARNER Group HR Director Source: Office for National Statistics Annual Survey of Hours & Earnings 2017 SUZANNE KIELTY Group Reward Director

3 DIXONS CARPHONE RESULTS OUR RESULTS EXPLAINED We continue to progress as a single unified company following our merger in However, legally, we still currently exist as two entities so are required to report our results as DSG Retail Ltd and The Carphone Warehouse Ltd, even though our real focus is being one business - Dixons Carphone. Our results as a combined company are shown on this page. Across much of our business, we pay a standard rate for each role regardless of gender and this helps in reducing our gap, however: A higher number of men build their career with us and over time have progressed to more senior positions. These positions attract higher salaries and a higher bonus percentage which contributes towards both the Gender Pay and Gender Bonus Gap. This also leads to fewer women represented in the higher pay quartiles. Whenever possible, we offer a range of flexible working options to meet the needs of our colleagues. The majority of our colleagues work in our retail stores in sales and support roles and their bonus is indirectly linked to hours worked. More women than men choose to work part time, which impacts bonus earned and contributes towards the Gender Bonus Gap. When you compare the bonus earned per hour worked for retail sales and support roles the gap is 1.3%. The Carphone Warehouse Ltd median Gender Bonus Gap is significantly higher at 31.6% when compared to 18.4% across the whole organisation. This is driven by a greater number of support centre colleagues on this payroll as well as our trend of more men entering into senior Carphone Warehouse Retail positions which attract a higher bonus percentage. In addition, more women in Carphone Warehouse choose to work part time, which will impact the bonus they receive. GENDER PAY & BONUS GAP PAY QUARTILES Difference between men and women Mean (average) Median (middle) Gender Pay Gap 5.0% 6.1% Gender Bonus Gap 17.9% 18.4% 12.5% 11.5% 87.5% 88.5% % of Female or Males who received a bonus % of Female or Males who didn t receive a bonus These charts show our gender pay results as a percentage of men and women arranged into 4 quartile bands. Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile 32.2% 30.6% 25.4% 24.5% 67.8% 69.4% 74.6% 75.5% Male Female

4 KEY ACTIONS We know there is always more we can do. Closing the gender pay gap is not a quick fix and it needs considered and thoughtful actions that are right for our colleagues. We ve identified a number of key initiatives which provide support through the entire career of our colleagues at Dixons Carphone. ATTRACTING AND RECRUITING RETAINING AND ENGAGING DEVELOPING AND PROMOTING Fair and unbiased recruitment, with unconscious bias awareness training for mid and senior level managers. Investigating a more flexible approach to roles and job design, specifically in Retail Management and Support Centre. Enhancing our brand, making it more appealing to women wanting long term careers as managers. Updating our Flexible Working Policy and publishing it alongside our Equality and Diversity Policy which states our commitment to fairness and support and set out our high standards in employment practices. Our new 50:50 network - a platform for peer to peer support, professional networking and development opportunities including mentoring and coaching. Association with external network groups and leadership events where our successful female leaders can showcase their abilities, such as Timewise Power Part Time list and Retail Week s Be Inspired campaign. Improving our talent review processes, introducing more meaningful conversations so we can better understand the career aspirations of our colleagues and provide the right support framework. Targeted development and mentoring to support women identified through the succession process as having potential to move in to senior leadership roles. On-going assessment and succession plans to ensure our future leaders are diverse and reflect our customer base.

5 SAMIA ALI General Manager, Carphone Warehouse ADAM DAVIS Retail, Sales Team Leader, Dixons Travel LOUISE RIX Retail, Divisional Director, London I started at Dixons Carphone as a customer consultant 12 years ago and have had the opportunity to enhance my skills working as a manager, Customer Experience Manager and covering for my Regional Manager. I ve also held positions opening new stores and spending a year in the United States working on a joint venture. I now run the Carphone Warehouse at Centre Point on Oxford Street where I enjoy leading the team who are 100% committed to working together and ensuring all of our customers have a great experience. I was a full time team leader at our Luton store before the birth of my first child. When she was born I spoke to my line manager and handed in a request to have flexible hours and reduce my days to 3 per week. Now I share childcare between my wife, childminder and myself, as we both work but my wife is the main earner in the household. I work 2 days during the week and one at the weekend, this works well for both my family and colleagues. When I returned to Dixons in 2012 I set myself a goal of progressing to Divisional Director. At my performance reviews I d discuss my aspirations with my line manager & engage the support of L&D to move my selfdevelopment forward. In May 2017 I became Divisional Director for London for Carphone Warehouse. I m loving this role & now have my sights set firmly on the next role. HANNAH LANGTON Commercial Manager TOMASZ ZIOLA Repair Centre Technician JO SALISBURY Contact Centre, Head of Performance & Planning Being a founding member of the 50:50 network has been so fulfilling and has given me exposure to a number of senior colleagues I otherwise wouldn t have met. Not only has it been really interesting, it s also given me the opportunity to build my own support foundation with some really inspirational women. Through the network I ve attended external events, such as the Inspirational Women Awards and International Women s Day, which I found hugely motivating. My flexible working pattern was agreed in December last year and I currently work 4 days a week. My Operations Manager and the Company have been fantastic by allowing me to work my new pattern as I am now still able to work full time while managing my health condition, assisting with child care and having a rota that works with my wife s schedule. Dixons Carphone has always provided me with an opportunity to retain my position within the business, around whatever home life has thrown at me! From working from home for part of the week to facilitate my husband s work related relocation, to being able to collect my child from school a couple of times a week and to providing support and flexibility when my youngest child has spent time in hospital over the last few years. In return, I give 150% effort, unquestionable loyalty and offer that same reciprocated flexibility when workload requires.

6 DSG RETAIL GENDER PAY & BONUS GAP Difference between men and women Mean (average) Median (middle) 11.1% 11.5% Gender Pay Gap 5.7% 6.6% Gender Bonus Gap 14.4% 17.1% 88.9% 88.5% % of Female or Males who received a bonus % of Female or Males who didn t receive a bonus PAY QUARTILES These charts show our gender pay results as a percentage of men and women employees arranged into 4 quartile bands. Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile 32.6% 30.9% 23.9% 19.4% 67.4% 69.1% 76.1% 80.6% Male Female

7 THE CARPHONE WAREHOUSE GENDER PAY & BONUS GAP Difference between men and women Mean (average) Median (middle) 15.4% 11.5% Gender Pay Gap 8.8% 6.2% Gender Bonus Gap 27.4% 31.6% 84.6% 88.5% % of Female or Males who received a bonus % of Female or Males who didn t receive a bonus PAY QUARTILES These charts show our gender pay results as a percentage of men and women employees arranged into 4 quartile bands. Lower Quartile Lower Middle Quartile Upper Middle Quartile Upper Quartile 37.8% 32.7% 28% 28.8% 62.2% 67.3% 72% 71.2% Male Female

8 GENDER PAY GAP EXPLAINED HELPFUL LINKS GENDER PAY GAP REPORTING REQUIREMENTS All companies with 250 or more employees are now required to publish their gender pay gap under new legislation that came into force in April Employers are required to publish the gap in pay between men and women on both a median basis and a mean basis. In addition, employers are required to disclose the distribution of gender by pay quartile four groups split and grouped around pay bands, indicating the proportion of men and women in each quartile. Employers are required to publish the gender bonus gap between men and women, calculated over a 12 month period. We must publish both median and mean pay results. Employers are also required to disclose percentages of staff receiving bonuses by gender. GENDER PAY GAP This is the difference between the hourly rate of pay of men and women, expressed as a percentage of the men s hourly pay rate. The gender pay gap is reported on both a mean (average) and median (mid-point on a distribution) basis. MEAN VS. MEDIAN The reporting requirements use both the median and the mean to capture different views of pay distribution across the business.the mean is an average and can be distorted by even a small number of extremes and measures both high and low. The median is the mid-point and is not affected by these extremes. This can be seen in the example below. MEDIAN MEDIAN Timewise Power Part time list Retail Week s Be Inspired campaign EQUAL PAY Equal pay is about men and women receiving equal pay for equal work MEAN = MEAN = 8.50 This report shows our gender pay gap and gender bonus pay gap for both DSG Retail Ltd and The Carphone Warehouse Ltd, as well as showing the results across the combined total company. It has been conducted across 27,900 colleagues. I confirm that the data in this report is accurate. Total number of men = 2.40 Total number of women = 1.70 ROB GARNER Group HR Director