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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, our commitment to champion equity, diversity, inclusion, and belonging continues to guide everything we do. It reflects who we are as an organisation, and the communities we’re proud to serve, too.
We’re fully committed to pay gap transparency. As well as meeting our statutory obligations to publish our gender pay gap, we also voluntarily publish our ethnicity pay gap. That’s because we believe that accountability drives progress.
This year’s results show both encouraging movement and important areas of focus. Our April 2025 snapshot shows that our median gender pay gap has continued to fall, reducing from 9.23% to 8.0%. Our mean gender pay gap has increased slightly, rising from 7.59% to 8.4%, but it remains well below previous years, where our average sat between 12% and 16%. We’re pleased to see our median gender bonus gap return to 0%, and a reduction in our mean gender bonus gap to 2.9%. We know that continued action to support career development, internal mobility, and balanced talent pipelines is essential for us if we’re to make further progress in this area.
On ethnicity, we’ve seen a reduction in our mean ethnicity pay gap, down from 18.2% to 15.45%, and our median gap falling to 9.09%, but we know that ethnicity gaps remain higher among some colleague groups, particularly black colleagues. We’re committed to better understanding the disparities in this area so that we can target our interventions effectively. We want to support colleagues to increase declaration rates, including around 6% of our colleagues who haven’t yet shared their ethnicity information with us.
While it’s positive to see progress made this year, we also know there’s more that we need to do. We welcome the government’s newly published, evidence-informed recommendations for gender pay gap action planning, which affirm the best practice approach we already take and provide opportunities for further review.
We’ll continue to use this guidance, alongside our data, insights, and colleague voice, to drive meaningful change. We’re committed to closing our gender and ethnicity pay gaps through transparent reporting, active leadership, and ongoing investment in inclusion, to ensure that all colleagues can thrive at Home Group.
As Chief Executive of Home Group, I 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 12.8% (ONS, 2025)
- The Home Group mean gender pay gap is: 8.4%
- The Home Group median gender pay gap is: 8.0%
- Colleague profile data*: 57% female and 43% male.
Ethnicity:
- The Home Group mean ethnicity pay gap is: 15.5%
- The Home Group median ethnicity pay gap is: 9.1%
- Colleague profile data*: 75% of colleagues are non-multicultural, 19% are multicultural and 6% of colleagues have not declared their ethnicity.
*Colleague profile data captured as of 5 April 2025
Salaries and bonuses
How do salaries compare?
Gender:
| Male | Female | |
| Lower | 39% | 61% |
| Lower middle | 36% | 64% |
| Upper middle | 42% | 58% |
| Upper | 54% | 46% |
Ethnicity:
| Multicultural | Non Multicultural | Undisclosed | |
| Lower hourly pay quarter | 25% | 72% | 3% |
| Lower middle hourly pay quarter | 26% | 67% | 7% |
| Upper middle hourly pay quarter | 16% | 75% | 9% |
| Upper hourly pay quarter | 9% | 86% | 5% |
Bonuses
Gender:
- 81.7% of women received a bonus
- 80.3% of men received a bonus
- The Home Group mean gender bonus gap is 2.9%
- The Home Group median gender bonus gap is 0%
Ethnicity:
- 73% of Multicultural colleagues received a bonus
- 84% of non-multicultural colleagues received a bonus
- The Home Group mean ethnicity bonus gap is 8.3%
- The Home Group median ethnicity bonus gap 0%
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
- Grow Our Own career planning encourages all colleagues to follow career aspirations through accelerator and individual career plans.
- Continuing to promote awareness, provide support and gather feedback which informs our actions through our active networking and ally groups. We've reviewed, refreshed and revived our network groups, empowering them as true colleague-led groups.
- Promoting the policies we have in place to combat issues that disproportionately affect women, such as flexible working, carers leave, 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.
You can find out more about our approach in our ESG report.
Our results from previous years
The proportion of colleagues receiving bonus payments
| 2024 | 2023 | 2022 | 2021 | 2020 | 2019 | 2018 | |
| Male % | 65% | 89% | 77% | 75% | 77.67% | 77.3% | 16.0% |
| Female % | 75% | 94% | 77% | 81% | 81.51% | 79.6% | 19.9% |
Pay quartiles year on year
| 2024 | Lower | Lower Middle | Upper Middle | Upper |
| Female % | 62% | 67% | 58% | 51% |
| Male % | 38% | 33% | 42% | 49% |
| 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 | |
| 2024 | ||
| Gender pay gap | 7.59% | 9.23% |
| Bonus pay gap | 8.09% | 8.26% |
| 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