Pure Collection Gender Pay Gap Report 2018

Pure Collection sells mainly Ladieswear through online & telephone mail order and retail stores. Women make up 84.2% of our workforce and 80% of our managers are female. Our Executive Team is made up of 40% women with our CEO being female. Within Pure the majority of high paid women are employed in technical specialist roles in Head Office and Retail Management.

WORKFORCE

Male 15.8%   Female 84.2%

MANAGEMENT

Male 20%   Female 80%

EXECUTIVE

Male 60%   Female 40%

Whatever our colleagues do at Pure Collection – whether they talk to customers, design, pick & pack or look after our finances, to succeed we believe our colleagues need to be from a diverse range of backgrounds and work as part of a proud inclusive culture. We are confident that women and men are paid equally for doing the equivalent jobs across our business.


Measuring the pay gap

As Pure Collection employs more than 250 people we are required by law to publish an annual gender pay gap report showing the difference in average female earnings compared to average male earnings. Under the regulations there are two ways to measure the pay gap.


Mean pay gap

If you add the hourly pay of all the women working for our company and divide by the number of women this gives the mean pay. Comparing this with the same calculation for the men gives the mean pay gap. Our figure is 24% which indicates that the average man was paid 24% more than the average woman. Most of our colleagues are employed in the retail sector in less technical roles, and these are predominantly female.


Median pay gap

If you line up all the men and women working at our company in two separate lines in order of hourly pay, the median pay gap will be the difference in salary between the middle woman and the middle man. Our figure is -2%, the ‘middle’ man being paid 2% less than the ‘middle’ woman. Again this is because 55% of colleagues are employed in Retail and Customer Services.


Bonus

Retail and customer services are the only areas of the business where bonus was paid in 2018; (bonus pay includes sales commission). This has caused the large disparity in favour of female colleagues.

This is our report for the snapshot date of 5th April 2018:

Mean gender pay gap 24.3%
Median gender pay gap -1.6%
Mean bonus gender pay gap -113.2%
Median bonus gender pay gap -164.4%
Proportion of male employees who received a bonus 7.3%
Proportion of female employees who received a bonus 21.9%

Quartiles

The nature of our business naturally leads to the 15% of males we have in our business being recruited to more technical roles and the vast majority of our recruitment being female.

BandMalesFemales
Lower quartile 19.3% 80.7%
Lower middle quartile 17.2% 82.8%
Upper middle quartile 10.3% 89.7%
Upper quartile 21.1% 78.9%

Summary

Our report is very similar to other organisations in the same sector. We will continue to encourage diversity in our workforce and promoting from within wherever possible. In the past 12 months 91% of our internal promotions have been female.

This statement confirms that the published information is accurate at the time of publishing and is signed by Sam Harrison, CEO