GENDER PAY GAP REPORT 2017
Sebastian Lazell Managing Director Diane Troman Human Resources Director WELCOME TO OUR GENDER PAY GAP REPORT Denby is a business with over 200 years of history and a workforce who are fiercely proud of the beautiful, versatile and durable tableware still made in our Pottery in Derbyshire, England. Our people are key to our success and span many different roles given we are a business which has manufacturing, retail stores and office based teams. As a senior management team, we carefully consider the diverse profile that this shape of business requires and are committed to ensuring we recognise the contribution of our people regardless of gender, offering career progression and reward based on performance. As early as the end of the 19th century, and unusually for the era, Denby had a woman at the helm of the Pottery in Sarah Elizabeth Bourne and today we are proud to state that our Executive comprises 44% Directors who are women and our Leadership team are 48% women. In this report you will see how relative to national and industry statistics, our gender pay gap is at the lower end of the scale, however we are aware that we need to remain vigilant to ensure that we further close gaps and offer equal opportunities and rewards to our people regardless of gender. Sebastian Lazell Managing Director Diane Troman Human Resources Director
OVERVIEW Gender Pay Gap legislation, under the Equality Act 2010, requires an employer with 250 employees or more to publish annually their gender pay gap for their employees. The Denby Group therefore falls into two sets of statistics for legal entities falling within this legislation: Denby Retail (covering our 30+ retail stores nationally and the Pottery Village visitor centre based at the Pottery itself, as well as team members working in our e-commerce and digital structures) Denby Potteries (covering largely our manufacturing teams and craftspeople) DENBY RETAIL Being typical of many retail businesses, in the Retail area of the Denby Group we employ more women than men and with 74% of roles being part time. We are proud to be able to support both men and women in these part time roles which for many allow for a work-life balance fitting around other commitments. Our store management roles and office-based e-commerce and digital roles (largely full time positions) are predominantly held by women. DENBY POTTERIES Our Potteries business which consists of our manufacturing production and warehouse divisions have traditionally been dominated by men, and whilst this remains the case today, we are increasingly seeing a greater proportion of women taking up roles in this area. Many of the roles in this space are full time to accommodate busy production activities, though we offer a number of shift patterns which permit male and female team members to also achieve a good work/life balance.
SUMMARY OF RESULTS DENBY RETAIL TEAM DEMOGRAPHIC SPLIT 252 EMPLOYEES 15.5% Male Employees Male Employees Female Employees 84.5% Female Employees GENDER PAY GAP Mean Pay Gap 9.9% Median Pay Gap 0% Mean National Average* 18.1% * 2016 Office for National Statistics
GENDER BONUS GAP Mean Gender Bonus Pay Gap 18.1% Median Gender Bonus Pay Gap 7.6% GENDER DEMOGRAPHIC PER EARNINGS QUARTILE Lower Lower Middle Upper Middle Upper Male 3% Female 97% Male 19% Female 81% Male 19% Female 81% Male 21% Female 79%
DENBY POTTERIES TEAM DEMOGRAPHIC SPLIT 317 EMPLOYEES 31.9% Female Employees Male Employees Female Employees 68.1% Male Employees GENDER PAY GAP Mean Pay Gap 10.3% Median Pay Gap 12.1% Mean National Average* 18.1% * 2016 Office for National Statistics GENDER DEMOGRAPHIC PER EARNINGS QUARTILE Lower Lower Middle Upper Middle Upper Male 54% Female 46% Male 64% Female 36% Male 68% Female 32% Male 86% Female 14%
We are pleased to be out-performing the national statistics on gender pay differentials but recognise the need for further work to ensure gender does not play a role in the way we remunerate our teams. We remain committed to attracting and retaining the very best talent to the business and ensuring gender is never a factor in decisions. Sebastian Lazell Managing Director Diane Troman Human Resources Director