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.
