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Our approach to pay
Find out about our approach to pay, with information about our latest gender and ethnicity pay gap performance.
At Home Group, we’re driven by our mission to champion equality, diversity, inclusion, and belonging. These values aren’t just buzzwords for us, they’re the heart of what we do, reflecting the vibrant communities we serve.
We’re thrilled to embrace the requirement to publish our gender pay gap details and fully support making pay gap reporting mandatory for all underrepresented groups. That’s why we’re transparent with our data, sharing not just our gender pay gap but our ethnicity gap too.
Looking at the numbers from April 2024, we’re excited to see our gender pay gap narrowing. We’re on par with, or even ahead of, many organisations. The ONS reports a national gender pay gap of 13.1% in April 2024. We’ve shrunk our mean gender pay gap, bringing it down to 7.59% in April 2024 as well as our median gender pay gap to 9.23%.
While our ethnicity pay gap has increased by 4% since 2023, we’re tackling this head-on. We know we need stronger data: 4.1% of colleagues haven’t yet shared their ethnicity, and we’re working to build trust and understanding around why it matters. We’re proud to have grown our overall multicultural diversity, and we’re now doubling down on developing clear, supported career pathways to help colleagues thrive and progress at every level. Our action plans for equality, diversity, and inclusion are not just plans, they’re driving real change. With our National Equality Standard Accreditation, we’ve got a rock-solid platform to build on.
Being an employer of choice for all underrepresented groups is equally vital. We’re dedicated to attracting diverse talent and making sure our workplace is welcoming and inclusive. Our extended Rooney Rule approach for senior roles ensures we’re building diverse talent pipelines both inside and outside our organisation.
Feedback is our fuel for progress. We’re committed to using it to keep closing the gender and ethnicity pay gaps and to support the growth of all our colleagues.
As Chief Executive of Home Group, I proudly confirm that the information in this statement is accurate.
Mark Henderson, Home Group CEO
So how are we doing?
Gender:
- The UK-gender pay gap is 13.1% (ONS, 2024)
- The Home Group mean gender pay gap is: 7.59%
- The Home Group median gender pay gap is: 9.23%
- Colleague profile data*: 60% female and 40% male.
Ethnicity:
- The Home Group mean ethnicity pay gap is: 18.2%
- The Home Group median ethnicity pay gap is: 11.3%
- Colleague profile data*: 77% of colleagues are non-multicultural, 17% are multicultural and 6% of colleagues have not declared their ethnicity.
*Colleague profile data captured as of 1st April 2024 for 3,447 colleagues in employment
Salaries and bonuses
How do salaries compare?
Gender:
| Male | Female | |
| Lower | 38% | 62% |
| Lower Middle | 33% | 67% |
| Upper | 42% | 58% |
| Upper Middle | 49% | 51% |
Ethnicity (awaiting 2024 data):
| Multicultural | Non Multicultural | Undisclosed | |
| Lower hourly pay quarter | 2% | 97.8% | 0.2% |
| Lower middle hourly pay quarter | 26.6% | 67.7% | 5.7% |
| Upper hourly pay quarter | 9.9% | 83.4% | 6.7% |
| Upper middle hourly pay quarter | 7.7% | 86.2% | 6.2% |
Bonuses
Gender:
- 75% of women received a bonus
- 65% of men received a bonus
- The Home Group mean gender bonus gap is -8.09%
- The Home Group median gender bonus gap is -8.26%
Ethnicity:
- 77% of Multicultural colleagues received a bonus
- 69% of non-multicultural colleagues received a bonus
- The Home Group mean ethnicity bonus gap is 8.5%
- The Home Group median ethnicity bonus gap -16.7%
What is the pay gap and how is it calculated?
The gender pay gap looks at the difference in the average pay of men and women. Because different jobs pay differently and the number of males and females performing these jobs varies, a gender pay gap is likely to exist in any organisation.
It is important to understand that there is a fundamental difference between ‘Gender Pay Gap’ and ‘Equal Pay’ - the latter is focused on whether males or females are paid the same for doing the same type of work.
A key outcome for the reporting requirements is for organisations to take accountability for looking at their own gap, to understand the reasons behind it and to work out how best to address these. It is also accepted that this is not an issue which can be solved overnight.
All organisations who are required to report (i.e. those employing over 250 employees) are required to calculate the gender pay gap in the same way and use the same terminology. The calculations are based on ‘median’ and ‘mean’ gaps and are reported in pay ‘quartiles’.
- Pay quartiles - The salaries for all employees, male and female, are sorted by size and divided into equal quarters. The report shows the percentage of male and female employees in each quarter
- Median - The ‘median’ gender pay gap is the difference in pay between the female employee in the middle of their line and the male employee in the middle of their line
- Mean - The mean gender pay gap is simply the difference in average hourly rate of pay between men and women
Bonus payments are considered in the same way and are calculated independently from base salaries.
What are we doing about it?
Learning, Education and Progression
- Continuing to encourage underrepresented groups to consider/take promotion opportunities. Our women into senior leadership program has supported women to gain more confidence and we have seen c.40% of the delegates achieving a promotion. Our Nashayman and Being Brilliant programmes were targeted at underrepresented groups and we are tracking progress.
- Continuing to promote awareness, provide support and gather feedback which informs our actions through our active networking and ally groups
- Promoting the policies we have in place to combat issues that disproportionately affect women, such as flexible working, time off for dependents, shared parental leave, and maternity/adoption/paternity.
- Ongoing learning and development in place for all colleagues
- Adopting an internal talent first approach that focuses on diverse talent pipelines and continuing to apply the Rooney rule
Monitoring and Measuring Outcomes
- Continuing to be transparent with salary ranges and pay bands and reviewing salaries against benchmarking information to ensure fair pay
- Continuing to monitor internal data to identify trends and patterns to shape future initiatives. This includes earlier internal reporting on gender pay and monitoring throughout the year
- Continuing to encourage colleagues to complete their personal information on Oracle to allow for accurate reporting
Our results from previous years
The proportion of colleagues receiving bonus payments
| 2023 | 2022 | 2021 | 2020 | 2019 | 2018 | |
| Male | 1150 | 855 | 812 | 748 | 744 | 155 |
| Male % | 89% | 77% | 75% | 77.67% | 77.3% | 16.0% |
| Female | 1940 | 1569 | 1554 | 1371 | 1347 | 355 |
| Female % | 94% | 77% | 81% | 81.51% | 79.6% | 19.9% |
| Total | 3090 | 3190 | 2366 | 2119 | 2091 | 510 |
Pay quartiles year on year
| 2023 | Lower | Lower Middle | Upper Middle | Upper | Total |
| Female | 525 | 585 | 525 | 416 | 2051 |
| Female % | 62% | 70% | 63% | 50% | 61% |
| Male | 311 | 251 | 311 | 420 | 1293 |
| Male % | 37% | 30% | 37% | 50% | 39% |
| Total | 836 | 836 | 836 | 836 | 3344 |
| 2022 | Lower | Lower Middle | Upper Middle | Upper | Total |
| Female | 520 | 557 | 548 | 425 | 2050 |
| Female % | 65% | 70% | 69% | 53% | 64% |
| Male | 278 | 240 | 249 | 372 | 1139 |
| Male % | 65% | 70% | 69% | 53% | 64% |
|
Total | 798 | 797 | 797 | 797 |
3189 |
| 2021 | Lower |
Lower Middle | Upper Middle | Upper | Total |
| Female | 520 | 557 | 548 | 425 | 2050 |
| Female % | 65% | 70% | 69% | 53% | 64% |
| Male | 278 | 240 | 249 | 372 | 1139 |
| Male % | 35% | 30% | 31% | 47% | 36% |
| Total | 798 | 797 | 797 | 797 | 3189 |
| 2020 | Lower | Lower Middle | Upper Middle | Upper | Total |
| Female | 446 | 445 | 450 | 331 | 1682 |
| Female % | 67.37% | 68.84% | 68.08% | 50.08% | 63.59% |
| Male | 216 | 206 | 211 | 330 | 963 |
| Male % | 32.63% | 31.16% | 31.92% | 49.92% | 36.41% |
| Total | 662 | 661 | 661 | 661 | 2645 |
| 2019 | Lower | Lower Middle | Upper Middle | Upper | Total |
| Female | 457 | 442 | 459 | 334 | 1692 |
| Female % | 68.80% | 66.70% | 69.10% | 50.40% | 63.80% |
| Male | 207 | 221 | 205 | 329 | 962 |
| Male % | 31.20% | 33.30% | 30.90% | 49.60% | 36.20% |
| Total | 664 | 663 | 664 | 663 | 2654 |
Previous gender and bonus pay gap
| Mean | Median | |
| 2023 | ||
| Gender pay gap | 11.58% | 9.30% |
| Bonus pay gap | -2.62% | 0% |
| 2022 | ||
| Gender pay gap | 13.69% | 6.49% |
| Bonus pay gap | 16.20% | 0% |
| 2021 | ||
| Gender pay gap | 13.52% | 9.71% |
| Bonus pay gap | 13.80% | 0% |
| 2020 | ||
| Gender pay gap | 15.70% | 11.11% |
| Bonus pay gap | 13.85% | 0% |
| 2019 | ||
| Gender pay gap | 16.40% | 10.50% |
| Bonus pay gap | 15.10% | 0% |
| 2018 | ||
| Gender pay gap | 13.32% | 7.23% |
| Bonus pay gap | 43.46% | 20.88% |
What is your approach to Fair Work First?
Tackling our gender pay gap is one of the Fair Work First criteria set out by the Scottish Government and we are committed to advancing against all of these criteria. We have developed measures to embed fair working practices, which have been signed off by our Colleague Forum (which includes union and non-union representatives).
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As a dynamic and inclusive organisation with a strong social mission we are absolutely committed to equality and diversity in the workplace as this reflects the customers and communities we exist to serve.
Mark Henderson | Home Group CEO