Hallett Retail is a family run business with a unique business model. It employs a high percentage of women at all levels throughout the whole business.
The culture of the business ensures inclusivity by promoting flexible working to all employees, through family friendly policies, in order to attract and retain the best talent. This has been the business ethos since set up in 1999.
Our Gender Pay Gap Figures
Mean Gender Pay Gap
Median Gender Pay Gap
QUARTILE BAND (ordered by average hourly rates from lowest to highest)
Proportion of Males
Proportion of Females
Lower Quartile Band
Lower Middle Quartile Band
Upper Middle Quartile Band
Upper Quartile Band
Our Mean Gender Pay Gap is 41% and the Median Gender Pay Gap is 14.5%, which is a result of the gender split of employees, with women making up 92% of the workforce.
When the calculations are split into the three areas of the business (Stores, Head Office and Warehouse), the mean and median figures reduce dramatically;
A high percentage of the work force are employed in stores in customer facing roles such as; Sales Assistants, Supervisors and Concession Managers, with 98% of the roles filled by women. The nature of the business, which is women’s fashion and jewellery, tends to attract female applicants at store level, along with the flexible approach to employment.
In last year’s figures for Hallett Retail Logistics, the Mean GPG figure for 5 April 2017 was 20.2% and the median GPG figure for 5 April 2017 was 12.9%. The figures for 5 April 2018 show the gap decrease, with female’s average hourly earnings being higher than the male average hourly earnings at HRL.
Our overall gender gap is high as a result of the concentration of employees in lower paid positions in stores with a 92% female mix which seems to be the norm within the retail sector(s) in which we operate. This is a challenge to address, given our business model and as a result of this; corporate opportunities which typically attract a higher salary are limited at Hallett Retail and location often prevents store staff from applying for Head Office or Warehouse roles.
We are continuing our focus on store based management roles introducing the grading of stores on turnover to provide a clearer career path for Managers while introducing more supervisor roles so sales assistants have an easier route to progress .
We are widening the number of employees across all areas of the business who have access to Mentor led training courses .
We will continue to offer and develop our flexible working policies across all areas of the business and at every level so we can attract and retain the best talent. Going forward all new vacancies will be advertised as flexible.
We are encouraging all our female staff to sign up to Retail Week’s ‘Be Inspired’ campaign which proactively develops future female leaders with the Senior Head of attending the Leadership Academy