Gender pay gap reporting at VictoriaPlum.com

Introduction from the ceo

This report covers our gender pay gap position for 5th April 2018, which is our first official year of reporting.

Our organisation reflects an historically typical organisational make up of a STEM* retail business, namely a predominantly male leadership team. Consequently, we currently have a more meaningful amount of men than women in senior positions.

We have a policy of attracting capable women into our business and an equal right of opportunity to compete for the same roles as men.

But real things take real time and the hard truth is that we have found it incredibly difficult to attract women, or encourage women, within the organisation to apply for senior roles. We will continue to do our best to provide encouragement, support and equal opportunity for all and, in time, expect our efforts will result in a more appropriate blend of men and women in senior posts.

To that end, we continue to take a targeted approach and will be reviewing and implementing policies and plans that will gradually start to have an impact and drive a much-needed change over the next 5 years. However, we must not be complacent and accept that we could see some years where our gap will either remain the same or increase before it starts to get better.

I am personally committed to equal opportunity and I know, at first hand, the value and insight a blend of capable men and women working together can bring to an organisation such as ours. I am determined to work with my team to continue to drive the momentum.

It is important that VictoriaPlum.com reflects the diversity of the customers and communities we serve and becomes an employer of choice for both men and women. I confirm that the information provided is accurate and in line with the mandatory requirements.

Paul McClenaghan, Chief Executive Officer, VictoriaPlum.com

*STEM = Science, Technology, Engineering and Manufacturing.

Quartile reports

As can be seen from the quartile figures, the upper and upper middle quartile is reflective of the senior level/managerial positions held within the business, predominantly by men.

The lower and lower middle quartile show more female distribution, however it is still heavily dominated by males. We see more administrative, call centre, drivers and operative level colleagues in these areas. As well as looking at how we target, attract and promote more females into senior level roles, we also recognise a need to look into doing the same in other areas.

Lower quartile = 31.4% female and 68.6% male.
Lower middle quartile = 32.9% female and 67.1% male.
Upper middle quartile = 27.1% female and 72.9% male.
Upper quartile = 22% female and 78% male.

Our plans to progress towards a more diverse future

Review of our promotion, recruitment and talent pipeline decisions to eliminate gender bias, promote diversity and to increase the presence of more females in senior roles.

Raising the profile of women at all levels and in a wide variety of roles at VictoriaPlum.com, including in our operations, distribution and technology. We will also aim to actively get involved in our internal and external communications and to act as role models for other women within the business.

Expressed interest in becoming one of the employers selected for the CIPD Returners Programme (pending government funding approval) to encourage more women back into the workplace following career breaks, maternity leave, redundancy, etc.

Brokering relationships with schools, colleges and universities, to raise the profile of roles which women hold within our organisation that have historically been male-dominated, and representing future career options for women/younger generation.

Reviewing the current pay, benefits and reward schemes, to ensure that clearly defined structures are in place and there is gender parity.