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Gender Pay Gap Report 2017

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Gender Pay Gap Report 2017 GENDER PAY GAP REPORT 2017 SELFRIDGES RETAIL LTD, 400 OXFORD STREET, LONDON W1A 1AB 1 03 INTRODUCTION 04 WHO WE ARE 05 WHAT IS A GENDER PAY GAP? 06 OUR RESULTS 07 THE SELFRIDGES GENDER PAY GAP STORY 10 REDUCING THE GAP 2 Today, people continue to be At Selfridges, team members from all areas INTRODUCTION firmly at the centre of everything of our business can join a host of different communities, from our Values Ambassadors we do at Selfridges. Our who champion our values to our Buying FROM community of team members, Better Network and Green Warriors who drive customers, partners and suppliers our sustainability agenda. As well as being ANNE PITCHER, makes us who we are and it’s the great development opportunities, these strength of this community that communities also allow our team members SELFRIDGES to come together, bring their passions to will keep us at the forefront. work and create positive change, whatever MANAGING their role. Every day we strive to create a culture and DIRECTOR environment that puts people first, that’s Personal and professional development inclusive, fair, and as our company purpose continues to be a major focus for us and states, where ‘everyone is welcome’. We this year we will build on our existing know we are not perfect, however we programmes as well as create new are fully committed to supporting all our opportunities to help our female team team members achieve their goals members achieve their ambitions. and ambitions. It’s an exciting time to be part of Selfridges It’s important for us to challenge ourselves and I am looking forward to us making every day, and our gender pay gap results further progress this year as we work show that while we are below the UK together to address the gender pay gap average, there is more we can, should, and and support the career paths of our people. will be doing to encourage and enable In 1909, our founder opportunities for all our team members. Harry Gordon Selfridge said that We also know we must continue to reflect the customers and communities that Anne Pitcher “AT THE HEART OF OUR we serve, and in which we live and work. Selfridges Managing Director BUSINESS PHILOSOPHY IS Building a diverse and inclusive workforce is THE HUMAN ELEMENT.” also an essential part of this. 33 WHO WE ARE Selfridges is part of Selfridges Group, one of the world’s foremost department store groups providing leading luxury shopping experiences for our customers around the world. The Group OUR VISION: comprises Selfridges in the UK, Holt Renfrew in Canada, de Bijenkorf To be the destination for the most in the Netherlands and both Brown Thomas and Arnotts in Ireland. extraordinary customer experience. AT SELFRIDGES: OUR PURPOSE: • We directly employ 3,000 – 3,500 team members across our sites To surprise, amaze and amuse - • We have four stores, including one on London’s Oxford Street, and everyone is welcome. two in Manchester in Exchange Square and the Trafford Centre, and another in Birmingham OUR VALUES: • Our digital platforms include selfridges.com and the Selfridges We own customer experience App, and we ship to customers in 130 countries We share our knowledge We show respect The results in this pack are inclusive of all Selfridges team members We take responsibility and deliver and executives in the UK. They also include team members and We lead and inspire. executives based in London who work for Selfridges’ parent company - Selfridges Group. 4 London Manchester Exchange Manchester Trafford Birmingham selfridges.com The gender pay gap is a measure of the difference between men and WHAT IS A women’s average earnings across an organisation. Because different jobs have different levels of pay and the number of men and women in these GENDER jobs vary, it is common for a gender pay gap to exist. This is not the same as ‘equal pay’ which is the difference in pay PAY GAP? between men and women who carry out the same or similar jobs. There are two different ways the gender pay gap is reported: THE MEDIAN DIFFERENCE If all our team members were lined up in a female and male row, from lowest to highest paid, the median gender pay gap compares the pay of the female or male in the middle of their row. Lowest paid The median Highest paid Women Men THE MEAN DIFFERENCE The mean gender pay gap is the difference in the average hourly rate of pay between men and women. 5 OUR RESULTS Selfridges Retail (based on UK (based on PAY QUARTILES (including estimates from estimates from Pay Quartiles are created by listing the rates of pay for Gender Pay Gap Selfridges ASHE Survey ASHE each team member from lowest to highest. The list is Group1) 20172) Survey 20172) divided into four equal groups and the percentage of men and women is calculated in each quartile. MEDIAN (Middle) 8.2% 9.3% 18.4% MEAN (Average) 14.2% 16.4% 17.4% 67 33 62 38 Pro-rating for part-time Selfridges (excluding Selfridges Gender Bonus Gap (including Selfridges 3 1 Group ) Group ) Quartile 1 Quartile 2 MEDIAN (Middle) 15.3% 11.4% MEAN (Average) 38.9% 0.5% 58 42 55 45 Team Members Receiving Bonus Quartile 3 Quartile 4 1 - In addition to Selfridges team members and executives, the figures here are also inclusive of team members and executives based in London who work for Selfridges’ parent company - Selfridges Group - who receive Female Male salaries and bonuses that reflect their global responsibilities. FEMALE MALE 2 - Annual Survey of Hours and Earnings (ASHE) 2017 - Across all pay quartiles we have more female than Office for National Statistics. 71% 71% male team members, from lowest to highest paid roles. 3 - As per the regulations, the bonus calculation is based on the actual hours worked by a team member and doesn’t take into account pro- rating for part-time working. We have analysed the bonuses of full and We have more than double the amount of women part-time team members on an equivalent basis and the figures here to men in Quartile 1, which is predominantly our Sales reflect pro-rating for part-time team members. These figures are not inclusive of Selfridges Group team members and executives. Associates – our largest team member population. 6 AT SELFRIDGES, WE WANT no gender pay gap at all. EVERYONE TO HAVE THE OPPORTUNITY TO REALISE We also know we have more men THEIR AMBITIONS AND in senior roles across our Digital BE THE BEST THEY CAN and IT teams, and as part of our BE. ALTHOUGH WE ARE growth plans, we have invested in ENCOURAGED THAT OUR these areas. These roles typically THE GENDER PAY GAP IS BELOW require people with STEM (Science, THE UK AVERAGE, THERE IS Technology, Engineering and STILL A GAP AND THIS IS Mathematics) backgrounds. In 2016 SELFRIDGES SOMETHING WE ARE FULLY the proportion of women COMMITTED TO CLOSING. working in these professions was estimated to be 21%* and this has GENDER We are proud of the significant contributed to our overall gender role women play in our pay gap. PAY GAP organisation and we know the biggest difference we can make Although many of the reasons to closing the gender pay gap behind our gender pay gap reflect STORY at Selfridges is by creating even wider societal norms, we want to do more opportunities for our female everything we can in our business talent to progress and realise their to understand what is driving this full potential. and how we can make a positive difference. Across the business, our gender balance is weighted towards Key focuses for us will include women with 62% of all team supporting more of our female members at Selfridges being Sales Associates to progress female. This is above the UK Retail into roles across our business average where nearly 60% are and improving the number of female. Our Sales Associate women in STEM related roles. We population makes up the largest believe this will make a significant proportion of roles at Selfridges, difference to reducing our gender and this group of team members pay gap. is overwhelmingly made up of Our gender balance at Selfridges women. Across our retail roles we *WISE campaign for gender balance in science, have a mean gender pay gap technology and engineering 2016. Image: Selfridges Lady Fire Brigade, 1914, Selfridges 7 of 4% with half of our stores having image archive. AT EVERY STAGE OF THE Three of our four stores are led by TEAM MEMBER JOURNEY, female General Managers (GM), WE NEED TO CONTINUE TO and the GM of our Manchester BREAK DOWN THE BARRIERS Exchange store, Jane Sharrocks, THAT GET IN THE WAY OF is also the head of our team OUR PEOPLE TAKING THAT member communities, which NEXT STEP. THIS YEAR WE includes our Values Ambassadors. ARE MAKING IT CLEARER, We see this as hugely instrumental SIMPLER AND EASIER FOR in encouraging more women in TEAM MEMBERS TO FOLLOW our business to participate in our THEIR CHOSEN CAREER development offer. THE PATHS, FROM THE LAUNCH OF A NEW INTERNAL In the past year, 75% of our CAREERS PORTAL AND recent promotions to Senior SELFRIDGES RETAIL APPRENTICESHIP Management roles and 80% of PROGRAMME TO THE our Leadership Development ROLLOUT OF NEW programme delegates were GENDER COLLABORATION TOOLS women, and we want to further accelerate this positive trend. AND AGILE WORKING PAY GAP APPROACHES. We are proud of the activity and the progress we are making but We know that positive and visible STORY there is much more to do.
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