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Gender Pay Gap Report 2018

The gender pay gap measures the difference between the earnings of men and women within an organisation and looks at both the mean and the median rates of pay within the company.

This is the gender pay gap report for CDS (Superstores International) Limited, trading as The Range. We confirm the published information is accurate and has been verified by David Garland, Head of HR.

At The Range we have a gender neutral approach to recruitment, retention and promotion.  We pay colleagues according to their role and talent, not their gender. We welcome the continued focus on gender pay and are committed to ensuring this remains a priority in our overall people strategy. We recognise having an inclusive culture at The Range supports our success and we will continue to challenge ourselves on this.

We remain totally committed to equality and diversity within the workplace.  We are proud of our diverse workforce and the role that everyone plays in the success of our business.

David Garland, Head of HR

Difference in hourly rates of pay

Our mean gender pay gap is 5.5%
In other words, women’s average hourly rate is 5.5% lower than men’s, so for every £1 men earn at The Range, women earn 95p.

Our median gender pay gap is 0%
In other words, the median hourly rate for women is the same as for men.

Mean (the average)
The mean hourly rate is the average hourly wage across the entire organisation so the mean gender pay gap is a measure of the difference between women’s mean hourly wage and men’s mean hourly wage.

Median (the middle)
The median hourly rate is calculated by ranking all employees from the highest paid to the lowest paid, and taking the hourly wage of the person in the middle; so the median gender pay gap is the difference between women’s median hourly wage (the middle paid woman) and men’s median hourly wage (the middle paid man).

 

Employees in each pay quartile

Top quartile (highest paid)
54.6% of the top quartile are women / 45.4% of the top quartile are men

Upper middle quartile
66.7% of the upper middle quartile are women / 33.3% of the upper middle quartile are men

Lower middle quartile
61.5% of the lower middle quartile are women / 38.5% of the lower middle quartile are men

Lower quartile (lowest paid)
53.4% of the lower quartile are women / 46.6% of the lower quartile are men

Pay quarters are calculated by splitting all employees in an organisation into four even groups according to their level of pay. Looking at the proportion of women in each quarter gives an indication of women's representation at different levels of the organisation.

 

Bonus Pay

How many of our staff received bonus pay?
0.5% of women
2.7% of men

Our bonus pay gender pay gap
Women’s mean bonus pay is 40.3% lower than men’s
Women’s median bonus pay is 31.8% lower than men’s