This is the fifth year in which we are required to publish calculations to show the pay gap between our male and female team members. As with the previous year, 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 2021. This has had a significant effect on the gender pay gap information we are able to provide. Accordingly, only 136 team members out of a peak workforce of approximately 1400 have been included.
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 announced last year that we had raised 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. We are continuing to track Real Living Wage in our pay rates. We are also exploring other ways to support equal opportunities, to include hybrid working arrangements for office teams.
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 2021:
| Top Quartile
Male 71% Female 29% |
Upper Middle
Male 74% Female 27% |
| Lower Middle
Male 82% Female 18% |
Lower Quartile
Male 59% Female 41% |
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
23.03.2022
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% |
