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Pay gap report 2020 to 2021

We have a legal duty to report our gender pay gap information every year. We have decided to also publish our disability and ethnicity pay gaps.

Our gender pay gap: 22.4%

Our disability pay gap: -7.9%

Our ethnicity pay gap: -11.2%

How pay gap is reported

Pay gaps are reported as a percentage. This represents the gap between the group being looked at and the average hourly pay for everyone in the organisation.

There are 2 ways to create an average for hourly pay.

  • The mean: This is an average of everyone’s hourly pay. Everyone’s hourly pay, divided by the total number of employees.
  • The median: This is the middle value. All hourly pay rates are sorted from lowest to highest, the hourly rate in the middle is chosen from this list.

The larger the percentage the greater the gap. If the percentage is negative, it means that the gap is in favour of the group being looked at. Known as a pay advantage.

Our gender pay gap

The table below shows our gender pay gap from 2019 onwards.

YearMean pay gapMedian pay gap 

Bonus pay gap

The table below shows our bonus pay gap from 2019 onwards.

YearMean bonus pay gapMedian bonus pay gap

We have made significant progress in reducing our gender pay gap. We can already see that our pay gap is projected to be even lower next year. Our pay bonus for retail colleagues, is growing and a significant pay advantage for women.

Our disability pay gap

The table below shows are disability pay gap over the last 2 years, 2019 to 2020.

YearMean pay gap Median pay gap

This data shows that our disabled colleagues on average are paid more than our non-disabled colleagues, and this pay advantage is growing.

A deeper look at the data showed us that disabled people in our most senior roles are not paid as much as their senior colleagues, who are non-disabled. We have already reduced this pay gap by half. But we need to do more to increase the number of disabled people into these senior roles.

Our ethnicity pay gap

Our Ethnicity median pay gap for January 2021 is -11.2%

This means we have a pay advantage for our black, Asian and ethnic minority employees.

Pay gap action 2021 and 2022

Actions we are delivering in 2021

  • We are delivering a management development programme in our Retail estate, the pilot group made up of nearly 90% women, was a great success. This is being reviewed during 2021.
  • Our Leading the Field employee group is looking at gender in 2021. Supporting leadership in developing its approaches and providing valuable feedback on the journey.
  • We have developed training modules that focus on the Equality Act 2010, unconscious bias and microaggressions in the work place to raise understanding. Creating a culture that is more open to exploring the barriers women face in the work place and more broadly the different experiences of men, women, transgender people and those who are non binary or gender fluid.

Actions for 2021 and 2022

  • Our pay and reward process is being reviewed in 2021 with particular attention being paid to how we can encourage more women to apply for or progress into senior roles.
  • A women's network along side a colleague support group for returners to work after maternity leave or child care. These are being launched in the autumn of 2021.
  • We will start running inclusive recruitment training in the autumn of 2021. Tackling gender bias in job descriptions, person specifications and the recruitment process.
  • We will undertake a piece of work considering the barriers preventing men from taking up part time work at Scope, as we believe this may also be affecting our gender pay gap.

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