Our Committment

OFFICE Gender Pay Gap Report

Office Holdings Limited

Gender Pay Gap Report

Snapshot date: 5 April 2020


Office Holdings Limited (‘Office’) employs more than 250 employees located in Great Britain. We are therefore required by the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017 to publish an annual gender pay gap report.

This report shows the difference between the average earnings of United Kingdom male and female employees of Office, regardless of role seniority. The report also reflects differences in the average bonuses earned by such employees, the percentages of male and female employees receiving a bonus, and the proportions of males and females in each pay quartile of our workforce.

The report outlines the gender pay gap for Office for 2020, calculated as per the Regulations, at the snapshot date of 5 April 2020.

How is Gender Pay Gap calculated?

This is the difference between average hourly pay (including any bonus) of males and females across the organization, expressed as a percentage. It is reported both as a mean average and as median average (mid-point) figure.

Gender Pay Gap Summary

Office’s overall gender pay gap mean is 7.7%, and the overall gender pay gap median is 0.0%. The mean percentage is significantly lower than the UK National average and UK Retail Sector gender pay gaps, as detailed in the table below.

Office UK Retail Sector* UK National*
Mean 7.7% 18.0% 15.5%

*Based on ONS data and insights from Antony Gregg Partnership for 2020

Of all males employed by Office in the 12 month period ended on 5 April 2020, 51.2% of the male employees received a bonus, while the corresponding proportion for females was 64.1%. The difference in the values of such bonuses received between male and female employees was a mean of 34.3% and a median of 28.6%.

Our Results Explained

Pay Gap:

The mean gender pay gap difference of 7.7% is predominately driven by the variance in the hourly rate of pay of male versus female employees in the lower quartile of hourly rates of pay. This can be attributed to the fact that we have a higher proportion of female employees under 21 years where the national minimum wage is lower. Of the employees in the lower quartile, 41% are females under 21 and 13% are males under 21.

Another key factor behind the gender pay gap is a result of having a higher proportion of female employees in the lower quartile as these roles generally offer more flexibility.

The below charts show the proportion of males and females across Office’s four pay quartiles.

Bonus Gap:

The mean bonus gap difference of 34.3% and median of 28.6% is led by a higher proportion of male employees working in our top performing stores.

There is no difference in the bonus and commission structure between male and female employees within Office.

Conclusion and Director Statement

Although the results of the Office gender pay gap analysis are positive and compare well to national and industry results, we will not become complacent but will continue to keep our performance in this area under ongoing review and seek to enhance the experience of all of our employees in respect of equality, diversity and inclusion.

I confirm that Office is committed to the principle of gender pay equality and has prepared its 2020 gender pay gap results in line with mandatory requirements. I confirm that the information contained in this report is accurate at the time of publishing.

Jon Richens

Managing Director

4th October 2021