Gender Pay Gap Statement 

Our gender pay figures relate to The Grass Roots Group UK (Ltd) as at April 2017*
 
The tables below show our overall median and mean gender pay and bonus gap as at the snapshot date of 5th April 2017 

  Mean Median
Gender pay gap 18% 29.3%
Gender bonus pay gap 31.1% 21.6%
 
The proportion of males and females receiving a bonus payment
 
  • Proportion of men receiving a bonus 45%
  • Proportion of women receiving a bonus is 44.9%
 
Proportion of females and males in each quartile band
 
Pay Quartiles Males Females
Lower 34.5%
 
65.5%
 
Lower Middle 36.4%
 
63.6%
 
Upper Middle 43.2%
 
56.8%
 
Upper 62.5%
 
37.5%
 
 
 
Understanding our Gender Pay Gap
 
Our gender pay and bonus gap (as at April 2017) is influenced by the composition of our workforce as a result of being a Technology organisation.  Our large Technology team comprises of 85% male role holders, and 79% of Technology roles are in the Upper and Upper Middle pay quartiles.  This is reflective of the challenge faced by the wider UK industry where typically fewer women are drawn to Technology disciplines.   At the same time the lowest pay quartile roles such as operational support functions are fulfilled by mostly women.
 
Considering our wider working environment, we have many initiatives that encourage a diverse workforce.  These include established flexible working practices that many of our colleagues participate in, support for working families and encouraging internal promotions.   In addition we regularly review all employees’ pay against our robust salary framework to ensure all role holders are paid fairly for comparable roles, regardless of gender. 
 
I declare that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
 
 
Dawn McCutcheon
 
*The Grass Roots Group UK (Ltd), the only subsidary of Blackhawk Network that meets the necessary minimum headcount threshold for gender pay gap reporting requirements as at April 2017.