GENDER PAY GAP STATEMENT

REISS GENDER PAY GAP REPORT 2018

Reiss is an International business, with a clear purpose and core values of honesty, transparency, authenticity, trust and we are proud of our diverse and global talent and believe in attracting and retaining individuals that can bring new ideas as our progression is driven by our people.

This gender pay gap report shows the average pay differences of male and female employees. The pay and bonus data include our UK Retail, Warehouse, Head Office and Executive teams. The pay data includes basic pay and variable pay at the snapshot date on 5 April 2018. The bonus data includes bonus paid during the 12 months prior to the snapshot date.

In 2017 we undertook gender pay gap exercise for the first time and at the start of this journey we were satisfied our male and female employees are being paid equally for doing equivalent jobs across our business.

Our mean pay gap, at 17.6%, has reduced by 6.3%, this reflects a more typical year in comparison to 2017 in which bonuses paid to senior executive members following the sale of a majority stake in the business which influenced both our pay and bonus pay gap. Whilst there has been an improvement, we recognise there still is a gap. Our median pay gap has also improved. At -3.4% it remains significantly lower than the national average of 17.9%.

Almost equal proportions of our male and female employees receive bonus. Our bonus pay gap at -25.09%, is reflective of our workforce which is predominantly female, the majority of whom work in our retail business where a management bonus scheme operates.

 

CLOSING THE GAP

Continuing on our journey to redress the gender pay gap, senior appointments made within the last year, some of who were female appointments, has increased the diversity of our executive and management teams. We continue to review both our attraction and retention strategies within our head office and across all areas of the business.

Some of the steps taken to improve engagement and retention of talent include the promotion of our policies such as flexible working and shared parental leave which benefit all, and enhancement of our maternity package for our female employees. Development of content and access to our learning and training offering will also aid the development of our diverse talent. We will evaluate the impact and effectiveness these actions have on our gender pay gap over the coming year.

 

I confirm that the information in this report is accurate.

 

Luke East,

People & Culture Director, Reiss Ltd.


GENDER PAY DIFFERENCE


PAY QUARTILES


BONUS RECEIVED


GENDER BONUS PAY DIFFERENCE