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;
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. To support this, Marley, in line with its parent, Marshalls PLC, are a Real Living Wage employer; this means that we voluntarily pay a fair wage to all employees that meets the cost of living, and not just the Government minimum.
Please see our annual results below.
On the snapshot date in April 2022, the Group's UK employees, relevant for gender pay reporting, amounted to 536 employees.
This reports the difference between the gross hourly earnings for all men and the gross hourly earnings for all women.
Our latest information illustrates a positive shift in our gender pay gap data compared to last year. We are pleased to report that both the mean and median difference in hourly rate of pay for males and females does again compare favourably 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%.
At a Group level the overall percentage split of male and female employees has stayed broadly the same. The proportion of men and women in each of the four pay quartiles is reflective of our company demographic where there is a significantly higher number of male employees, which is reflected in the lower share of females across the quartiles.
It is important to note that this does not reflect any inequality within our pay structures. Our latest data shows a positive shift in females moving from the lower quartiles to the upper quartiles, evidencing the number of women in higher paid jobs increasing.
The proportion of women and men receiving a bonus is broadly level overall.
The difference in gender pay using bonus pay across male and female employees.
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 2022 is accurate.
Chief Executive Officer