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.
*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.