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Gender Pay Gap Results 2018

New laws require all businesses with more than 250 colleagues to publish their gender pay figures by calculating the difference between:

  • • the median and mean average hourly rate of pay paid to male and female colleagues
  • • the median and mean average bonus paid to male and female colleagues
  • • the proportions of male and female colleagues who receive bonuses
  • • the relative proportions of male and female colleagues in each quartile pay band of the work force.

The results are expressed as a percentage of the value for male colleagues.

It’s important to remember that the gender pay gap is not the same as equal pay.

Equal pay concerns pay differences between individuals or groups performing the same or similar work. Comparatively, the gender pay gap is concerned with differences in the average earnings of men and women, regardless of their role or seniority.

Gender pay gap is therefore a broader measure; capturing not simply equal pay within an organization but also any pay variations resulting from differences in the sorts of jobs performed by men and women and the gender composition of the work force by seniority.

Organisations with a higher proportion of men in senior roles and women in junior roles will ultimately have a larger gender pay gap. Irrespective of whether an employer has eliminated unequal pay, they may still have a wide gender pay gap. Ultimately, in any business the causes of a gender pay gap can be varied and complex and can be outside the control of any one employer. There are many contributing factors including working hours and the number of men and women in different roles across a business.

As a business that puts families first, we also understand that women are much more likely to take time out of their career for family reasons, ultimately slowing the pace at which they typically progress to more senior and better paid roles.

Company Structure

It is important to highlight that we have published two completely separate gender pay gap results; one set for Mamas & Papas Ltd and a separate set for Mamas & Papas (Retail) Ltd.

Mamas & Papas Limited designs and develops stylish, high quality and innovative products for the nursery market. The company also sells its products to retailers, distributors and Mamas & Papas franchises in 42 countries around the world. The majority of our Head Office employees based in Huddersfield are employed by Mamas & Papas Limited.

Hourly Rate

How is the Hourly Rate Calculated?

The hourly rate includes elements such as basic pay, shift premiums, allowances and incentive vouchers which were paid as of 5th April 2018. Elements such as overtime and expenses are not included.

What is the Mean Hourly Rate?

This is the average hourly rate of pay.

What is the Median Hourly Rate?

This is the hourly rate of pay which falls at the mid-point of all rates paid.

Results

We acknowledge that the mean hourly rate for our female employees is 5.9% lower than our male colleagues compared to last year when it was 2.3% higher. As with all businesses reporting their gender pay gap this year, this is based on data as at 5 April 2018. Since then we have recruited two females onto our Board of Directors. We’ve also promoted three female employees to department heads and externally recruited a fourth female department head. We are also proud to say that 56% of management roles are held by women.


Women's Hourly rate is

 

5.9%

Lower

(mean)
 

5.5%

Higher

(median)

Pay Quartiles

What are Pay Quartiles?

The hourly rates for all colleagues are divided into four equal sections where the Lower Quartile represents the lowest hourly rates and the Top Quartile highlights the highest hourly rates. The proportion of men and women in each quartile is then calculated.

The results below show that the lower quartile is predominantly made up of employees who work in our warehouse where the majority are male. The top quartile represents a fairly even split which indicates that almost half of our senior management roles are held by women.


The pay quartiles show the proportion of men and women that make up each pay banding

Top Quartile

50.8%

Men

49.2%

Women

Upper Middle Quartile

35.0%

Men

65.0%

Women

Lower Middle Quartile

35.0%

Men

65.0%

Women

Lower Quartile

61.5%

Men

38.5%

Women

Bonus Pay

How is Mean Bonus Pay Calculated?

This is the average bonus pay.

How is Median Bonus Pay Calculated?

This is the bonus pay which falls at the mid-point of all bonuses paid.

Whilst the gap between the mean bonus pay for our female employees has increased to 38.3% lower than our male colleagues, the median bonus for our female and male colleagues are level with one another. This is due to the fact that the majority of those in receipt of a bonus work in our Sales team and are predominantly male.

The proportion of male and female employees who received a bonus has changed quite significantly since last year with 21.5% of female employees being paid a bonus compared to 14.8% of our male employees.


Women's bonus pay

 

38.3%

Lower

(mean)
 
 

0.0%

Equal

(median)

Who received bonus pay

14.8%

Of Men

21.5%

Of Women

Closing the gap

We know that we have work to do to close our gender pay gap. To ensure this happens we will continue to support and encourage female colleagues to develop their careers and progress to senior positions, particularly at director level within our business. Since our gender pay gap results were published for the first time last year we have trained all directors and department heads on promoting equality and diversity in the workplace. We will continue to cascade this training throughout the business. In the meantime, we actively encourage women to advance in the business and we are proud to say that 43% of our employees promoted in the 17/18 financial year were female.

Mamas & Papas (Retail) Limited is a retailer of stylish, high quality and innovative products for the nursery market. The company operates a network of Mamas & Papas branded retail stores and concessions throughout the UK and Republic of Ireland and is a UK-based digital home shopping business. All our store based colleagues are employed by Mamas & Papas (Retail) Limited in addition to a small proportion of our Head Office employees based in Huddersfield, West Yorkshire.

Hourly Rate

How is the Hourly Rate Calculated?

The hourly rate includes elements such as basic pay, shift premiums, allowances and incentive vouchers which were paid as of 5th April 2018. Elements such as overtime and expenses are not included.

What is the Mean Hourly Rate?

This is the average hourly rate of pay.

What is the Median Hourly Rate?

This is the hourly rate of pay which falls at the mid-point of all rates paid.

Results

Whilst we acknowledge that the mean hourly rate for our female employees is 26.9% lower than that of our male employees, we’re encouraged to see that the gap is decreasing and has done by 7.4% since last year. As a family orientated retailer we continue to attract a significant number of female applicants, especially for our store roles where 87% of our employees work. In fact, 91% of our store based colleagues are female. The majority of our retail roles are sales consultant positions, which are naturally paid lower than management roles. We expect to see the gap reduce further in next years’ results as since the snapshot date of 5 April 2018 we have recruited a female director to join our Board.

The median hourly rate for our female employees is 6.8% lower than our male employees but again, the gap has decreased on last year by 4.3%.

We have complete transparency in place over our hourly paid roles in store and we are proud to say that we pay above the National Living Wage. We also have a higher rate of pay in place to reward our sales consultants who are exceeding in their role and delivering exceptional results. Our pay rates are in no way related to gender.


Women's Hourly rate is

 

26.9%

Lower

(mean)
 

6.8%

Lower

(median)

Pay Quartiles

What are Pay Quartiles?

The hourly rates for all colleagues are divided into four equal sections where the Lower Quartile represents the lowest hourly rates and the Top Quartile highlights the highest hourly rates. The proportion of men and women in each quartile is then calculated.

There hasn’t been any significant change in our pay quartiles and this is down to the same reasons as last year; our workforce in our retail stores is predominantly female. Mamas & Papas is especially attractive to female candidates due to the nature of the brand and the flexibility we offer. 81% of our managers are women which also gives context to the upper middle quartile and top quartile results.


The pay quartiles show the proportion of men and women that make up each pay banding

Top Quartile

19.5%

Men

80.5%

Women

Upper Middle Quartile

12.8%

Men

87.2%

Women

Lower Middle Quartile

3.5%

Men

96.5%

Women

Lower Quartile

7.4%

Men

92.6%

Women

Bonus Pay

How is Mean Bonus Pay Calculated?

This is the average bonus pay.

How is Median Bonus Pay Calculated?

This is the bonus pay which falls at the mid-point of all bonuses paid.

Results

The gap has been significantly lowered between the mean bonus of our female and male employees which now sits at 0.3% lower compared to 80.1% lower last year. We have a bonus scheme in place for our store colleagues which is based on each store’s performance against set targets. As such, a percentage of earnings is awarded across all colleagues working in our stores in a fair and consistent manner regardless of gender.

Again, there has been a significant change in the gap between the median bonus of our female and male employees which is now 4.9% higher compared to 38.3% lower last year.

We are also pleased to see that the difference between the proportion of male and female employees receiving a bonus has reduced versus last year with 79.4% of our female employees receiving a bonus compared to 70.9% of our male colleagues.


Women's bonus pay

 

0.3%

Lower

(mean)
 

4.9%

Higher

(median)

Who received bonus pay

70.9%

Of Men

79.4%

Of Women

Closing the gap

We know that we have work to do to close our gender pay gap. To ensure this happens we will continue to support and encourage female colleagues to develop their careers and progress to senior positions within our business. Since our gender pay gap results were published for the first time last year we have trained all directors and department heads on promoting equality and diversity in the workplace. We will continue to cascade this training throughout the business. In the meantime, we actively encourage women to advance in the business and we are proud to say that 80% of our employees promoted in the 17/18 financial year were female.

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