2020 Gender Pay Gap Report

Gender Pay Report 2020


Lifetime Brands Europe are dedicated to being an employer of choice, offering a variety of career opportunities carried out by talented people who make a difference both within our business and our local communities. 


What’s the difference between Equal Pay and the Gender Pay Gap?

Gender Pay is not to be confused with equal pay.

Our gender pay gap position 2020

This report has been prepared in accordance with the Gender Pay Gap Regulations.  As at the “snapshot date” of 5 April 2020 we had a headcount of 289 colleagues, with a 50.8% male v 49.13% female split.

The calculations

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. 

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 the women’s median hourly wage (the middle paid woman) and the men’s median hourly wage (the middle paid man).

Our MEAN gender pay gap i.e. the average pay of all men was 12.9% higher than the average pay of all women.   12.9%   2019 6.4%
Our MEDIAN gender pay gap i.e. the average (value in the middle) pay of men  was 2.67% higher  than the average pay of women.   2.6%   2019 -0.4
Our MEAN Bonus gender pay gap i.e. the average bonus paid to men compared to women decreased significantly.   29.8%   2019 52.3%
Our MEDIAN Bonus gender pay gap i.e. the average bonus paid to men compared to women was static.   0%   2019 0%
The proportion of men receiving a BONUS payment i.e. 69% of men were paid a bonus   69%   2019 48.1%
The proportion of women receiving a BONUS payment i.e. 68% of women were paid a bonus     68%   2019 44.6%

Quartile Bands

These quartiles are calculated by splitting the Lifetime Brands Europe workforce into four equal bands based on hourly pay from the highest (upper) to the lowest (lower).  Here we show the percentage of men and women who sit in each band.

Explaining our Gender Pay Gap

There has been a slight increase in the proportion of men employed compared to the last report and our GPG is consistent with the UK national average. 

In terms of bonus we have seen a significant increase in the percentage of both men and women receiving a bonus payment compared to the previous year, with a higher proportion of women receiving a bonus compared to previous years (68% compared to 44.6% last year).

We remain  confident that our Gender pay gap does not stem from paying men and women differently for the same, similar or equivalent work. 

What are we doing?

We will use the findings from this year’s gender pay gap report to further strengthen our people plan, which aims to foster a more inclusive and diverse workplace, where all individuals can thrive and build the careers they want.

  • We continue with our regular pay and benefits audits to ensure continued fairness and consistency in our pay and reward structures. 
  • We continue to promote flexible working arrangements for both men and women and our goal to widen flexibility within the working week to accommodate more agile working practices continues.
  • Our recruitment policies and procedures reflect our commitment to provide equal opportunities and reduce the risk of unconscious bias. 
  • We continue our work on developing and publishing people metrics, including the ability to analyse GPG on protected characteristics (eg, ethnicity, age).

We are dedicated to continuing to support an inclusive and diverse workforce, where everyone can succeed and develop.  We look forward to reporting our continued progress on actions to address our gender pay gap.  The content of this report is accurate and in line with the UK Government reporting requirements.

Matthew Canwell

Managing Director

Lifetime Brands Europe Limited