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Gender Pay Gap Report

Designers Guild is a progressive employer committed to promoting equality of opportunity and equal treatment across all aspects of our business. We have a clear policy of paying employees equally for the same or equivalent work. 60% of our workforce is female and women are strongly represented at all management levels of the business.

Our Gender Pay Gap information as required by the Equality Act 2010 (Gender Pay gap Information) Regulations 2017 is published below. On the snapshot date ( 5th April 2017) Designers Guild Ltd had 250 employees of whom 149 (60%) were female and 101 (40%) were male.

Pay data

Our calculations show a mean gender pay gap of -3 % meaning that the average pay for women was 3% higher than the average pay for men. Men also have a lower median pay as shown by the median pay gap of -19%. This means that when hourly pay for men and women is ranked by value the woman in the middle of the range is paid 19% more than the man in the middle of the range of men.

These calculations reflect the composition of the workforce, in particular, the higher proportion of women in the upper middle quartile of the pay structure and the higher proportion of males in the lower quartile than for the company as a whole.

Bonus data

The proportion of women and men receiving a bonus payment was approximately equal at 33% for men and 32% for women.

The mean bonus gender pay gap was -17% and the median bonus gender pay gap was 27%.

This means that for employees who received a bonus, the average bonus paid was 17% higher for women than for men. If bonuses are ranked by value for men and women, however, the man in the middle of the range for men received a bonus 27% higher than the woman in the middle of the range of women.

Bonus ratios were heavily affected by long service awards. In the year under review a significantly greater proportion of the bonus paid in respect of long service awards was paid to men who had served 20 years or more with the company. This proportion of long service award paid to men and women can change from year to year.

Excluding long service awards the proportion of women who received a bonus is higher than for men. 27% of women received a bonus and for men the ratio is 22%. The mean bonus pay gap excluding long service awards was -10% and the median bonus pay gap was 9%.

Quartile data

The proportion of men and women with hourly pay in each quartile is set out below.

Women

Men

Quartile 1 (upper)

61%

39%

Quartile 2 (upper middle)

74%

26%

Quartile 3 (lower middle)

65%

35%

Quartile 4 (lower)

36%

64%

We confirm that the above data is accurate and produced in accordance with The Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.

Simon Jeffreys

Chief Executive

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