Retailer Asda has reported a mean hourly gender pay gap of 7% for 2024, up slightly from 6% in 2023.
Its 2024 median hourly gender pay gap was 4%, down slightly from 5% in 2023, while its median gender pay gap for hourly-paid retail store staff was 0. Its upper pay quartile comprises 64.1% men and 35.9% women, while its lower pay quartile is made up of 43.3% men and 56.7% women.
The employer’s 2024 mean gender bonus gap was 40.9% and its median gender bonus gap stood at 38.6%. A total 10.9% of men and 10.8% of women received a bonus that year.
A total of 50.4% of its 134,500 UK employees and 37% of its senior leadership team are female, and 92% of its overall workforce are hourly paid store workers.
Hayley Tatum, chief people and corporate affairs officer at Asda, said: “We’re committed to fostering an inclusive culture where every colleague can thrive and reach their full potential. While we’re making progress in reducing pay gaps, we know more work is needed, particularly when it comes to helping female staff move into more senior roles. One of the ways we’re doing this is by offering a range of development opportunities that are equipping women from diverse backgrounds with the knowledge, skills and confidence to progress in their careers at Asda.”
Through its Early Careers and Apprenticeship programmes, Asda aims to provide more routes into retail for women. In 2024, more than 50% of apprentices completed their programmes and 47% of its early career hires were women. Since its launch in 2022, more than 800 employees have completed the Intentional Allyship programme, which was designed to support women and staff from ethnic minority backgrounds.
In November 2024, the employer also launched a neonatal care leave policy that provides additional leave and pay if an employee’s baby needs neonatal care treatment after birth.
