Gender Pay Gap

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Gender Pay Gap

Equality, Diversity & Inclusion

We remain committed to supporting diversity at all levels within the Smyths Toys Group by providing equality of opportunity and eliminating all forms of any direct or indirect discrimination.

We always offer fair and competitive pay and benefits to all our staff. Our pay structures are transparent and 100% performance related.

All employees at Smyths Toys are afforded 100% equal pay for equal work regardless of their gender.

Gender Pay Gap Report

Median (Middle) Mean (Average)
Gender Hourly Pay Gap 2018 0% 15%
Gender Hourly Pay Gap 2017 0% 16%

Our analysis shows there remains no median hourly pay gap based on our payroll at 5 April 2018. What does this mean? If we list the pay for all men and the pay for all women in Smyths Toys UK Limited and compare the middle value from each list there is 0% difference.

When you compare the average pay for a male to the average pay for a female (across any and all positions), the male average is 15% higher than the female average. This is driven by proportionately fewer females occupying more senior management roles. This figure is low for our sector and has reduced since we last reported in 2017. We will continue with our current strategies to reduce this gap further.

Bonus Gap


Female

Male
% of employees receiving a bonus 2018 39% 41%
% of employees receiving a bonus 2017 36% 36%
Median (Middle) Mean (Average)
Bonus Pay Gap 2018 52% 66%
Bonus Pay Gap 2017 48% 66%

Our bonus programme is performance driven with bonus targets and payments reflecting the role, value added and responsibility of the relevant employee. This year, 41% of all males received a bonus and 39% of our female employees received a bonus.

The reason for this gap is due to a higher proportion of male employees occupying the senior positions which attract higher bonus targets. We are continuing to develop our female talent in the business, with the gender split and bonus % more evenly distributed at junior management level.

We will continue to appoint the best person to the role, regardless of gender.

Pay Quartiles

In 2018 our pay quartiles confirm that we have a broadly even distribution of male and female employees excepting the upper quartile / more senior roles and this is the key driver for our bonus pay gap.

We are working to reduce this gap and have seen a reduction in the Upper Middle Quartiles and the lower middle quartiles. There are now more females rising through the business in these quartiles in line with our plan to reduce the gap.


Anthony Smyth,
Managing Director

30 March 2019