JD Sports Fashion reports mean gender pay gap of 14.9%

JD Sports Fashion reports mean gender pay gap of 14.9%

Sports retailer JD Sports Fashion has reported a mean gender pay gap of 14.9% for average hourly pay as at April 2019.

The organisation, which currently has over 49,000 employees, reported its gender pay gap data in line with the government’s gender pay gap reporting regulations.

The reporting regulations require organisations with 250 or more employees to publish the differences in mean and median hourly rates of pay for male and female full-time employees, the gap in men and women’s mean and median bonus pay, the proportions of male and female employees awarded bonus pay, and the proportions of male and female full-time employees in the lower, lower-middle, upper-middle and upper quartile pay bands.

Due to the Covid-19 (Coronavirus) pandemic, gender pay gap reporting regulations have been suspended for the 2019/2020 reporting period, however, some organisations have chosen to do so voluntarily.

JD Sports Fashion’s median gender pay gap for fixed hourly pay is 2.3%, as at April 2019. On average, women earn 98p compared to every £1 their male counterparts earn.

Its median gender pay gap for bonuses paid during the reporting period is 33.3%; which is an increase on the 23.3% gap in 2018. The mean gender pay gap for bonus payments is 67.7%, compared to 74.7% the year before.

Over the reporting period, 10.9% of female employees and 11.7% of male employees received bonus payments.

Over one-third (36.9%) of employees in the highest pay quartile at JD Sports Fashion are female, compared to 47.9% in the second quartile, 49% in the third quartile and 52.8% in the lowest pay quartile.

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A spokesperson at JD Sports Fashion said: “The Board is encouraged by the gender balance within the senior management team, which includes a number of highly regarded female members, who have frequent interaction with the Board.

“The Board recognises the essential need to engage with a wide talent pool in its recruitment policy, targeting a broad range of candidates from various backgrounds, sectors and cultures when hiring both new board members and new candidates at all levels within the business. The board is committed to ensuring that all recruitment is conducted on this basis and to continually monitor our diversity mix.”