This is the fourth year in which we are required to publish calculations to show the pay gap between our male and female team members. Like many UK employers, H&W was significantly impacted by COVID-19 and consequently the vast majority of our team members, including all weekly paid and most monthly paid retail team, were furloughed under the Coronavirus Job Retention Scheme (CJRS) on the snapshot reporting date of 5th April 2020. This has had a significant effect on the gender pay gap information we are able to provide.
We remain committed to the principles of equal pay and opportunity for all team members. Our values are Ambition, Dedication, Integrity, Kindness and Teamwork, and we strive to ensure fairness for all. Salaries are paid according to role, experience and performance, irrespective of gender or background and we are proud to offer flexibility across our teams with a variety of roles and hours. We are pleased to announce that we are raising entry-level pay rates in line with Real Living Wage, giving relevant team an hourly increase of between 59p and £3 per hour, depending on age and location.
The Covid-19 pandemic has provided many challenges, but it has also given us an exciting opportunity to consider different ways of working which may attract more women into senior level roles. For example, we have introduced a hybrid working trial within office based team in an effort to extend that flexibility further.
The gender pay gap is the difference between the average hourly earnings of men and women within the organisation and so compares people across different levels of the organisation. It is not a comparison of pay for people undertaking the same role.
The gender pay gap report for Hall & Woodhouse Limited is as follows by reference to 5 April 2020:
Our pay quartiles are as follows:
| Top Quartile
Male 81% Female 19% |
Upper Middle
Male 68% Female 32% |
| Lower Middle
Male 72% Female 28% |
Lower Quartile
Male 48% Female 52% |
We believe the existence of a pay gap remains due to the fact that, at the moment, many of our senior positions are filled by men. As noted above, the figures are exacerbated by the effect of the Covid-19 pandemic and the deployment of furlough across a large part of the team.
It remains our aim to attract and retain the best people and to reflect our communities. We want to ensure that everyone at Hall & Woodhouse has an opportunity to progress and develop. We have set out our aspiration to be a Times Top 100 Employer by 2027, and as part of that, we will remain committed to considering how to ensure that opportunities at every level are available and attractive to all team regardless of gender, age, race, ethnicity and background.
Matt Kearsey
Managing Director
30.9.21
1. Median Gender Pay Gap – 5.74%
2. Mean Gender Pay Gap – 23.6%
3. Mean Bonus Gender Pay Gap – 56.3%
4. Median Bonus Gender Pay Gap – 0%
5. The proportion of males receiving a bonus: 34%; the proportion of females receiving a bonus: 23%
Our pay quartiles are as follows:
| Top Quartile | Upper Middle |
| Male 71% | Male 62% |
| Female 29% | Female 38% |
| Lower Middle | Lower Quartile |
| Male 38% | Male 39% |
| Female 62% | Female 61% |
The gender pay gap report for Hall & Woodhouse Limited is as follows by reference to 5 April 2018:
1. Median Gender Pay Gap – 4.5%
2. Mean Gender Pay Gap – 23.6%
3. Mean Bonus Gender Pay Gap – 44.27%
4. Median Bonus Gender Pay Gap – 32.76%
5. The proportion of males receiving a bonus: 34.4%; the proportion of females receiving a bonus: 27.2%
Our pay quartiles are as follows:
| Top Quartile | Upper Middle |
| Male 69% | Male 64% |
| Female 31% | Female 36% |
| Lower Middle | Lower Quartile |
| Male 40% | Male 41% |
| Female 60% | Female 59% |
The gender pay gap report for Hall & Woodhouse Limited is as follows by reference to 5 April 2017:
1. Median Gender Pay Gap – 8.5% (against a national average of 18.1%)
2. Mean Gender Pay Gap – 27.2%
3. Mean Bonus Gender Pay Gap – 66.69%
4. Median Bonus Gender Pay Gap – 54.55%
5. The proportion of males receiving a bonus: 35.6%; the proportion of females receiving a bonus: 25.4%
Our pay quartiles are as follows:
| Top Quartile | Upper Middle |
| Male 71% | Male 61% |
| Female 29% | Female 39% |
| Lower Middle | Lower Quartile |
| Male 36% | Male 42% |
| Female 64% | Female 58% |
