J O U L E S G R O U P P L C

G E N D E R

PAY G A P

2 0 1 9

BONUS PAY GAP

We report on the % of our colleagues who received a

bonus and used the same calculation as pay to calculate any

mean and median gap between male and female bonus pay.

We are now in the second year of reporting our Gender

Pay Gap and I am pleased to report that we have seen a

decrease in both the mean and median Gender Pay Gap

at Joules, although we acknowledge we have more to do .

We have seen some small but signif icant changes in the

gender make up of each of the pay quartiles this year

and this male/female rebalance, particularly in the lower

quartiles has been encouraging. We are pleased to see

that our representation of women in our senior teams

remains high.

The measurement that the Off ice of National Statistics

use to measure the gender pay gap is the median, and

we are pleased that at 11% our median pay gap is below

the UK National Average (17.9%) and also lower than

the average median pay gap across all companies that

reported through the Gender Pay Gap Reporting process

last year (11.8%)

G E N D E R PAY G A P R E P O R T I N GM E S S A G E F R O M C O L I N P O R T E R

We continue to be committed to reducing our gender pay

gap. This report will detail some of our achievements

so far and our plans going forward that we hope will not

only improve our gender pay gap but impact positively

on the experience of all our colleagues at Joules.

COLIN PORTER, CEO

WHAT DO THE NUMBERS MEAN?

Gender Pay Gap is not the same as Equal Pay. Equal

Pay measures the salary difference between men and

women doing the same work or work of the same value,

whereas the Gender Pay Gap is a more general measure

of the difference in male and female pay across a whole

organisation, regardless of job role or seniority.

We are confident that all male and female colleagues

are paid the same for doing the same roles, or roles of

equal value, and that all our colleagues have the same

opportunities for progression and development. We

believe that any gender pay gap is due to the structure

of our business – as is often the case across the retail

industry, female store-based colleagues account for a large

proportion of our employees – rather than any inequality

in how we pay men and women for doing the same role.

This year we saw the % of male colleagues in the lower

quartile increase by 1% and in the lower mid quartile by 8%.

The following page shows each of the reportable

f igures for our latest Gender Pay Gap report against the

numbers for the previous report – here’s a summary of

what they mean:

MEDIAN PAY GAP

The median is the difference between mid

point male salary and mid point female salary.

QUARTILES

This shows all our colleagues divided into four

equal-sized groups based on hourly pay rates, with

the top quartile covering the highest-paid 25% and

the lower quartile covering the lowest 25%.

MEAN PAY GAP

The mean is the difference between average

male salary and average female salary.

G E N D E R PAY G A P R E P O R T I N GW H E R E A R E W E N O W ?

The median is the difference between mid point

male salary and mid point female salary

Last yearMedian Pay Gap

The mean is the difference between average male

salary and average female salary

Last yearMean Pay Gap

% OF COLLEAGUES BY QUARTILE

% OF COLLEAGUES BY JOULES SITE

Male

Female

Head Off ice Distribution Centre

Retail Stores

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

93%

7% 8%21% 28%

92% 79% 72%

15% 11% 33%

29.1%

-2.9% 0.7%

-3.6%

36%

Proportion of males and females receiving bonus.

Last year

• Female 1% received a bonus

• Male 3% received a bonus

This year

• Female 1% received a bonus

• Male 3% received a bonus

This yearMean Bonus Gap

Last yearMedian Bonus Gap

This yearMedian Bonus Gap

Last yearMean Bonus Gap

This yearMedian Pay Gap

This yearMean Pay Gap

MEDIAN PAY GAP MEAN PAY GAP

QUARTILES LAST YEAR THIS YEAR

Female Male Female Male

LOWER QUARTILE 93% 7% 92% 8%

LOWER-MID QUARTILE 92% 8% 84% 16%

UPPER-MID QUARTILE 79% 21% 88% 12%

UPPER QUARTILE 72% 28% 71% 29%

9%23%

91%77%

51%

49%

G E N D E R PAY G A P R E P O R T I N GW H AT H A V E W E B E E N D O I N G ?

WHAT WE SAID LAST YEAR

We will be putting together an action plan to proactively

encourage more male candidates to join our retail teams

and to focus on diversity across the business.

We are also focussed on our pay strategy of maintaining

our rates above the National Living Wage (NLW)

Ensure that job opportunities across the business are

made available to all our colleagues

Make our learning and development opportunities

accessible to colleagues across the business

Offer our enhanced pay for maternity, paternity,

adoption and shared parental leave

WHAT WE HAVE DONE

We have seen an encouraging rebalance of male/female

colleague numbers in the lower and lower middle quartiles

We continued to set our minimum pay rates above the

NLW for those of all ages

Across the business 35% of roles advertised were

f illed internally

We have recently launched our ‘Development Offer’ to

colleagues across the business

We continue to offer enhanced pay for all types of

family leave

WHAT’S NEXT?

OUR ORGANISATION DESIGN

• We will continue to focus on gender balance and

representation across the business.

• We will focus on ensuring that high quality f lexible

working opportunities are available for all colleagues

regardless of their gender or position in our business

• We will work towards producing clear career

pathways across our business so our colleagues can

see and work towards progression opportunities.

• We will implement a number of tools to encourage

feedback and conversation about how our colleagues

feel about our business and their roles including a

business wide engagement survey and a new tool

called My Catch Ups which will support quality

conversations between our managers and colleagues.

LEARNING AND DEVELOPMENT

• We will continue to promote our Development Offer,

providing all colleagues with opportunities to access

learning and development tools.

• We will widen opportunities for Apprenticeships

across the business.

REWARD

• We will continue to focus on our Retail Sales

Assistant pay rates to provide a rate above the

National Living Wage which we will apply regardless

of age.

• We will continue to use a robust method to grade

and benchmark roles within the business to ensure

fair and equitable pay rates for our colleagues.