Iceland Foods is a unique British food retailer with over 1000 stores throughout the UK, a further 40 owned or franchised stores across Europe and a global export business. We employ over 27,000 colleagues across our Iceland and Food Warehouse, with a further 1000 colleagues employed from our Head Office in Deeside, North Wales.
What is Gender Pay Reporting?
Any UK business employing more than 250 employees must publicly report on the difference in pay between its male and female employees. This is known as the gender pay gap. The gender pay gap is different to equal pay. Equal pay compares the salary of men and women in jobs of equal value; whilst the gender pay gap shows the difference in the average earnings between all men and women in the entire organisation regardless of what role they undertake. UK Government requirements dictate that the reporting is based on male and female genders only, though we acknowledge that some of our colleagues may identify otherwise.
Iceland is committed to equal opportunity in recruitment and employment irrespective of gender. Our entire pay principles are based on the skills required to deliver in role and our desire to attract and retain talent within the organisation.
Our pay system spans all salary bands ranging from operational to managerial level across all our Iceland and Food Warehouse stores and at our head office in Deeside.
We are committed to a continual improvement gender balance throughout our business enabled by inclusive people policies and processes. In support of this we have delivered Dignity at Work training throughout our organisation during 2022, as part of a programme to increase awareness of equality, diversity and inclusion.
Gender Pay Gap
Iceland’s mean gender pay gap is standing at 9.52% with the median gender pay gap standing at 9.43%. Our mean gender pay gap has reduced by 3.05% since April 2017. We are pleased to report that our median gender pay gap has decreased this year compared to last year.
In retail the more senior roles attract a higher salary whilst the hourly paid positions attract a lower salary. If we were to line our colleagues up by gender and take the middle person from each group, this would give us the median figure. As we have more females employed in hourly paid positions this continues to impact our midpoint figure.
Gender Bonus Gap
Our mean and median bonus gap data for 2021 was significantly different from previous reporting years, due to all of our hourly paid colleagues previously receiving a bonus linked to the pandemic. In order to reflect a true comparison, this year’s bonus figures must be compared with prior years for a like for like comparison.
We are pleased to report that this year, the gap between the percentage of male employees receiving a bonus and female employees receiving a bonus has narrowed to 0.73% in true comparison. We recognise that the mean and median bonus gap continues to be impacted by the mix of men and women in our business. We have a larger population of women employed in our hourly paid positions combined with a larger proportion of men positions which attract bonuses as part of the remuneration package. We continue to address this through our talent progression programmes and specific commitment to internal talent development.
We recognise that whilst our mean gender pay gap has reduced year on year, a small increase in this year is a reminder for continued focus on this important area of equality. We continually look for new and innovative ways to improve our gender balance and work hard to ensure that all colleagues have the opportunity to develop their careers irrespective of gender.
The median gender pay gap is 9.43%
The mean gender bonus gap is 71.34%
The median gender bonus gap is 62.79%
The proportion of male employees receiving a bonus is 1.79%
The proportion of female employees receiving a bonus is 1.06%
Employees by Pay Band (Total)
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Employees by Pay Band (Percentages)
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I confirm that our data is accurate and has been calculated in accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
Chief Executive Officer