Gender Pay Report 2019
What is gender pay gap reporting?
Under legislation that came into effect in April 2017, UK employers with more than 250 employees are required to publish their gender pay gap. This shows how large the pay gap is between the average and median pay of their male and female employees.
How is this different from equal pay?
Equal pay requires that men and women who carry out the same or similar jobs or work of equal value, are paid the same. It is unlawful to pay people unequally because they are a man or a woman.
An overview of Planet Organic
Planet Organic is a one stop shop that sells the very best in health food, natural beauty brands and supplements.
We are passionate about employing, developing and retaining the best people. We ensure that they are paid fairly, irrespective of gender or any other aspect of diversity. This includes ensuring that individuals have equal access to jobs and that the team are paid equally for carrying out the same or equivalent roles.
We are proud of our inclusive culture. We are also pleased to see that our gender pay gap is significantly lower that than the UK average of 18%.
An overview of Planet Organic’s gender pay gap figures:
Mean gender pay gap
6.91% lower - a reduction of 0.49% from 2018
Median gender pay gap
Mean and median Bonus gap
Out of a pool 333 employees 184 received a bonus.
Out of that 184 total employees who received bonus’, this was made up of 42% male and 58% female.
The proportion of relevant employees who received a bonus in their gender was:
55% of women received a bonus
55% of males received a bonus
There was however an increased mean bonus gap this year of 49% with a 20.6% median bonus gap. The increase this year was due to a number of factors:
1.The majority of our bonuses are based on store performance and our highest performing stores were headed up by men.
2.We removed the Team Member bonus scheme and used this pot of money to improve our basic salaries which in turn improved our gender pay gap.
Understanding the gap
The analysis of the gender pay gap figures tells us the following:
In the Upper quartile that represents our senior management level we have seen an increase in females in this area.
In our Upper middle quartile has had a significant increase towards females. Both quartiles reflect our strong female management presence.
In our Lower middle quartile comprising of Team leaders and experienced non managers, we have strong female representation.
In our Lower quartile there is a larger proportion of women.
How will we move towards a zero gender pay gap?
- We are proud of the fact that our leadership comprises of a healthy balance of men and women. Furthermore 6 out of 7 of our Store Managers started as Team Members or Duty Managers. Many of our Head Office employees started their employment with us in our stores. We will therefore continue to actively support our people to succeed and grow into more senior positions.
- We will continue to encourage our hiring managers to shortlist a balanced and diverse set of candidates.
- We will more actively promote our existing policies of flexible working and shared parental leave.
We will offer a maternity and paternity mentoring scheme to all the team.