Gender Pay Reporting

The Equality Act 2010 (Gender Pay Gap information) Regulations 2017 require the reporting of the difference between average earnings of male and female employees. Calculations from data taken as at 5 April 2018 are considered to be accurate and are as follows:

Nick Burrows

Nick Burrows
Chief Executive Officer

  • Women’s hourly rate is 15.5% lower (mean) and 0.1% lower (median) than men’s hourly rate. This represents an improvement on last year’s mean hourly rates which were 18.5% lower for women.
  • The distribution of male and female employees at each pay quartile shows;
    • Top quartile 49.3% male and 50.7% female
    • Upper middle quartile 31.1% male and 68.9% female
    • Lower middle quartile 30.2% male and 69.8% female
    • Lower quartile 42.5% male and 57.5% female
  • In line with the definitions within the Gender Pay Gap reporting requirement, 39.4% of male employees and 43.0% of female employees received a bonus.
  • Women’s bonus pay is 35.4% lower (mean) and 15.0% lower (median) than men’s bonus pay.
  • Our gender pay data has been benchmarked against UK and retail gender pay gap averages;
Mean gender pay gap 2019
Median gender pay gap 2019
* figures taken from ONS ASHE 2018 Provisional Report

Background information about Notcutts

At the time the data was taken the company employed 1,194 people, of which 61.7% were female and 38.3% were male.

  • 40% of our Board is female;
  • Our Board chair is female and has been in post since 2015;
  • Our Future Leaders programme to promote development through the organisation has 50% female representation in the cohort.
  • Under the bonus scheme introduced in 2016 all employees are eligible to participate;
  • Garden Centre employees, excluding Garden Centre Managers, represent the majority of our workforce:
    • The hourly rate mean Gender Pay gap at this level is 4.3% in comparison to 15.5% for all employees;
    • The bonus pay mean Gender Pay gap at this level is 23.4% in comparison to 35.4% for all employees.