LIFETIME BRANDS EUROPE LTD
2022 GENDER PAY GAP REPORT
Introduction
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.
Our gender pay gap position 2022
This report has been prepared in accordance with the Gender Pay Gap Regulations. As at the “snapshot date” of 5 April 2022 we had a headcount of 252 colleagues, with a 55% female v 45% male 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).
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
Since the last report our headcount has reduced and we employed more women compared to the previous snapshot date. However, we had a number of women leavers from the Upper Quartile which has impacted on our GPG position.
Compared to the previous year, the number of people receiving a bonus payment increased dramatically from just over 10% to almost 90%. This compared to a pre-Pandemic average percentage of 68.5%, and the proportion of women receiving a bonus has increased too.
We remain confident that our Gender Pay Gap does not stem from paying men and women differently for the same, similar or equivalent work.
Going Forward
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).
An inclusive culture
We are making great progress in creating a culture that is inclusive, supportive and offers opportunities for everyone. We want everyone who works within the Lifetime Brands Europe family to know that they matter, their opinion matters and their career matters. We place great emphasis on developing our internal talent and recruit externally where we need to bring in specific skills or where we need help develop our internal talent. We talk to our colleagues more regularly, we engage, we empower. Together, we are stronger. We strive to ensure that fairness and consistency are at the heart of what we do
The content of this report is accurate and in line with the UK Government reporting requirements.
Matthew Canwell
Managing Director
Lifetime Brands Europe Limited