Gender Pay Gap

Slater Menswear is committed to equal treatment, equal opportunities, and equal pay for all staff regardless of gender, race, religion, sexual orientation, disability, or age. As a family business, we have a well-established set of principles that drive our people and our business and we support and encourage fair treatment, not just within our business, but more widely across the communities in which we are based.

As a large employer, we are legally required to calculate and publish information relating to our gender pay gap. Across the UK, the national gender pay gap in men's and women's earnings is 17.9%. Following analysis, Slater Menswear can report that its median pay gap in hourly pay rates is 3.1%, significantly lower than the UK average.

We recognise however that, like most UK employers, we still have work to do. Our pay analysis reveals disparity in average pay and although women comprise the majority of our 2nd and 3rd highest pay quartiles, the top quartile is dominated by men. We believe the Company's history explains this as a menswear retailer. We continue to monitor progress however and for many years have operated policies designed to foster equal opportunities including fair maternity, paternity, and shared parental leave as well as flexible working. As a result, female representation in managerial and other senior positions is steadily increasing.

We remain committed to fair working practices and to closing our gender pay gap.

Paul Rose

Financial Director

 

 

2022-2023 GENDER PAY GAP DATA
Difference in mean hourly rate of pay	16%
Difference in median hourly rate of pay	3.1%

 

 

EMPLOYEES BY BONUS PAY	MEN	WOMEN
Percentage of employees who received bonus pay	0%	0%
EMPLOYEES BY PAY QUARTILE	MEN	WOMEN
Upper quartile	75.2%	24.8%
Upper middle quartile	48.2%	51.8%
Lower middle quartile	25.4%	74.6%
Lower quartile	70.5%	29.5%