Gender Pay Gap Report

At Marley, we believe that having an inclusive and diverse workforce is key to our success and provides us with the opportunities to innovate and make the right decisions, by understanding and reflecting the wide range of backgrounds of our customers.

Our goals for equality and fairness also provide an exciting environment that attracts, retains and develops our talent of great people.

As an employer with over 250 employees, we are required to carry out and publish details of our Gender Pay Reporting, the percentage of our male and female employees who receive a bonus, and proportions of men and women in each pay quartile of our workforce.

Marley is committed to equality of pay, where a man and a woman are paid the same for like-for-like work, as well as closing any gender pay gaps that exist.

It should also be noted that gender pay and equal pay are not the same;

  • Gender pay is the difference between the gross hourly earnings for all men and the gross hourly earning for all women, irrespective of their role or seniority. It captures any pay differences between men and women on an organisational level.
  • Equal pay is ensuring that men and women are not paid differently for doing the same or similar work.
    We recognise that achieving equal pay alone does not prevent a gender pay gap, which may exist where men are, on average, in higher paid roles and women are, on average, in lower paid roles.

The gender pay gap reporting rules are designed to enable employers to take appropriate action to address any imbalances.

Marley is fully committed to ensuring all our employees are paid a fair wage for the role that they undertake irrespective of gender.

Please see our annual results below.

Our results for 2021

Gender pay reporting

The Group’s UK employees, relevant for gender pay reporting, amounted to 574 employees.

We have used a relevant pay period of 1st August 2020 to 31st March 2021. This 8-month pay period is used because the use of the Coronavirus Job Retention Scheme between April and July 2020 would distort the gender pay gap figures.


Gender pay gap

This reports the difference between the gross hourly earnings for all men and the gross hourly earnings for all women.

We are pleased to report that both the mean and median difference in hourly rate of pay for males and females is low in relation to the current national average; The 2021 national average mean gender pay gap is 7.9% and the national average median gender pay gap is 15.4%.
graphic detailing gender balance mean and median pay gap at Marley

Gender balance

The table opposite shows the proportion of men and women in each of the four pay quartiles. It was noticeable during the period that the company increased employee numbers in the factory environment, with new shifts. Whilst positions are open to all, there were a significantly higher number of male applicants and recruits, which reduced the overall share of females across the quartiles.
graphic detailing gender balance pay gap at Marley

Proportion receiving a bonus

The Gender bonus gap is based on incentives paid between August 2020 and March 2021.

The number of women receiving a bonus payments has increased from the previous year, whereas the number of males receiving bonus has fallen.

graphic detailing gender balance proportion receiving a bonus pay gap at Marley graphic detailing gender balance bonus pay gap at Marley
We are committed to continuously reviewing and assessing the levels of gender equality in Marley, the balance of male and female employees at the different levels, and how effectively we are maximising and rewarding talent.

I confirm that the information contained in the gender pay gap report dated 4th April 2021 is accurate.

David Speakman
Chief Executive Officer