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 2021 are considered to be accurate and are as follows:

• Women’s hourly rate is 15.8% lower (mean) and 2.0% lower (median) than men’s hourly rate.

• The distribution of male and female employees at each pay quartile shows;
  • Top quartile 53.8% male and 46.2% female
  • Upper middle quartile 39.2% male and 60.8% female
  • Lower middle quartile 33.8% male and 66.2% female
  • Lower quartile 41.5% male and 58.5% female
• In line with the definitions within the Gender Pay Gap reporting requirement, 75.34% of male employees and 77.41% of female employees received a bonus.
• Women’s bonus pay is 75.64% lower (mean) and 33.91% lower (median) than men’s bonus pay.

Background information about Notcutts

At the time the data was taken the company employed 956 people, of which 61.1% were female and 38.9% were male.

Due to the closure of restaurants as a result of government Covid restrictions on the date the Gender Pay Gap was assessed, 379 colleagues were furloughed and therefore excluded from the assessment. A further 57 colleagues were excluded for other reasons e.g., those on maternity leave or sick leave that are not on full pay. Therefore, only 520 of the colleagues employed at the assessment date were deemed full pay relevant and therefore included within the Gender Pay Gap calculations, of which 57.9% were female and 42.1% were male.

• 40% of our Board is female
• There has been a female Board chair since 2015;
• 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 Gender Pay gap at this level is 4.55% (mean) and 0.0% (median).

Reviewing the Gender Pay Gap information for all colleagues who were in employment at the date of the assessment, increases the number assessed to 899:

• Women’s hourly rate is 12.7% lower (mean) and 0.0% lower (median) than men’s hourly rate.
• The distribution of male and female employees at each pay quartile shows;
  • Top quartile 51.3% male and 48.7% female
  • Upper middle quartile 35.6% male and 64.4% female
  • Lower middle quartile 30.7% male and 69.3% female
  • Lower quartile 38.2% male and 61.8% female
• In line with the definitions within the Gender Pay Gap reporting requirement, 77.7% of male employees and 80.7% of female employees received a bonus.
• Women’s bonus pay is 74.0% lower (mean) and 38.9% lower (median) than men’s bonus pay.

Nick Burrows
Chief Executive Officer

March 2022