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GENDER PAY GAP REPORTING

GENDER PAY GAP REPORTING – SNAPSHOT DATE APRIL 2021

For over 100 years, Freemans has been at the forefront of home shopping, delivering quality products and exceptional service. We’ve accepted the challenge to transform our business into a modern, digital-first retailer.

As a business, we depend on a fusion of identities, characteristics, backgrounds, and cultures to fully appreciate our people and our customers. Gender plays a significant role in this fusion.

Freemans has a long-standing commitment to ensuring fairness and balance.

Our company is an inclusive organisation where everybody can make the most of their talent and abilities. We are proud that our workforce is gender-balanced across all levels of our business, from the executive function downwards.

Our pay, reward, and progression approach is based solely on fairness and merit. Our values and policies ensure that all colleagues receive fair and equitable treatment. We work hard to attract the very best talent, develop our workforce and create a culture of fairness and integrity for our people and our customers

The Background

In 2017, legislation came into force requiring all companies with over 250 employees to publish their gender pay gap.

We strive to create a fair and diverse environment where everybody can realise their full potential. Transparency on our Gender pay gap is an important indicator of our progress.

The gender pay gap measures differences between the average earnings of men and women across the organisation irrespective of grade, seniority or position.

Equal pay 

The Gender pay gap measures the difference in average pay between male and female employees. Equal pay is different, and the Gender pay gap does not measure it.

Freemans plc is committed to providing equal pay for equal work. Working with Willis Towers Watson, we utilise an objective job evaluation process to ensure that we compensate fairly based on job worth.

 

Equal pay
The Gender pay gap measures the difference in average pay between male and female employees. Equal pay is different, and the Gender pay gap does not measure it. Freemans plc is committed to providing equal pay for equal work. Working with Willis Towers Watson, we utilise an objective job evaluation process to ensure that we compensate fairly based on job worth.

 

OUR EMPLOYEES
Our workforce remains gender-balanced, it consists of 55% females and 45% males.

OUR NUMBERS – 2021/22

Gender Pay Gap
Gender pay gap (Mean) – 13.7%
Gender pay gap (Median) – 13.2%

Pay by Quartiles

Upper

Male 62%
Female 38%

Upper Middle

Male 48%
Female 52%

Lower Middle

Male 40%
Female 60%

Lower

Male 43%
Female 57%

Bonus Gender Pay Gap:
Bonus Gender pay gap (Mean) – 12.2%
Bonus Gender pay gap (Median) – 25.1%

Proportion of Men and Women receiving Bonus:

Upper

Male 86.6%
Female 87.8%

OUR RESULTS

We’ve made good progress on closing our Gender Pay Gap since we began reporting in April 2017.

During 2020-21, a greater proportion of females joined the organisation than males. Females now represent a greater proportion of the Upper and Upper Middle Pay Quartiles compared to 2020, with the later increasing by 7 percentage points.

Our Median gender gap has fallen by 10.8 percentage points compared to 2020.

Our Mean and Median GPGs are now more comparable to the National Averages.

There’s more work to do, but we’re making progress, closing our gaps and heading in the right direction.

OUR PLAN
We have respectable rates of retention within our company, the average service of our staff is 11 years, this can make progression challenging. As we work through business transformation, we’ll identify new opportunities and potential for growth – this will enable us to tap into the skills we’re cultivating internally.

Attract

Since our last report, we’ve successfully landed our Agile working policy, allowing our workers to work more flexibly. We’re using tools such as LinkedIn to showcase our business and our diversity to the broadest spectrum of potential talent. We want people to see us, like us and choose us for their careers.

Recruit

We have and will continue to operate gender neutrality in recruitment. Our selection will be based on merit and merit alone.

We’re transforming our organisation by removing complexity and idiosyncrasies, making our opportunities more relatable to a wider proportion of the labour market.

Engage

Since our last report we have conducted two internal pulse survey and opened several new communication channels throughout the business.

We’ve committed to carrying out at least two pulse surveys every year and working closely with all colleagues to continuously improve FGH as a place to work.

Develop

We’ve launched a brand new set of values into the business. These values truly reflect who we are and how we should relate to one another. We’ll be running a number of events and activities throughout the course of this year to embed the values and recognise role-model behaviours.

As with recruitment, we base internal progression opportunities on merit. In the 12 months leading to April 21, 80% of internal promotions were female. We hope to create some new and inspiring female leaders from whom everyone can benefit.

I confirm the gender pay gap data contained in this report for Freemans PLC is accurate and that data reported is accurate as of the snapshot date 5 April 2021.

Ann Steer

Chief Executive Officer

For our previous Gender Pay Gap reports see here:

Gender Pay Gap 2020-21 (Most Recent)

Gender Pay Gap 2019-20

Gender Pay Gap 2018-19
Gender Pay Gap 2017-18