Gender Pay Gap Report 2023

Gender pay gap figures are a measure of average pay across the men and women in a whole organisation, regardless of the nature or level of their work. This differs from an equal pay comparison which directly compares men and women who undertake work of a similar nature and is equal in value.

This report is for consideration in conjunction with our submitted figures available on the Gender Pay Gap Service at JoJo Maman Bébé (Gender Pay Gap Service).

Employee Demographics

In a company with over 90% female employees, the representation of men and women in each quarter of the pay bands highlights two key points. Firstly, the proportion of women in our top pay quartile continues to increase year on year. We are proud that the gender make-up of our board of directors is representative of the JoJo team as a whole (over 80% female) and bucks the general trend for male orientated leadership teams. Secondly, women are highly represented in retail positions, likely due to the appeal of flexible, local work that is often favoured by women, whilst male employees are more heavily represented in roles associated with our distribution centre and head office teams.

April 2023 - Gender Pay Gap 

2023 saw a period of transition with our partner Next as well as continued challenges for the retail industry.  With this in mind, we are pleased to report that we have maintained our median pay gap of 0% and that our mean pay gap has remained similar to last year at 10%.

We are delighted to see that our Mean Bonus Pay Gap has improved to -4%, meaning that on average, for every £1 a female employee receives in incentive payments, a male employee received 96p. We believe this is a lasting effect from alterations to our compensation practices since commencing reporting in 2017, which focuses on meaningful reward within our retail sector.

We will continue to address our Median Bonus Pay Gap of 56%, which is predominantly a result of pro rata bonuses for part time employees and the percentage of part time female employees versus the percentage of part time male employees.

JoJo reviews all compensation practices annually, and will take these factors into consideration in upcoming reviews for enhancing the scope of bonus payments across the business.

We will continue to focus on consistency and diversity across the business.

As a maternity and childrenswear brand, we are keenly aware of the impact of parental leave on gender pay, and will renew attention on ensuring that parents taking extended periods of statutory leave have access to the tools and resources needed to maintain their opportunities for advancement at the pace they desire. We will continue to ensure that flexible working arrangements are at the forefront of balancing family and working life, as well as ensuring career development opportunities are created in our retail sector through apprenticeships and new levels of responsibility.

This report is for consideration in conjunction with our submitted figures available on the Gender Pay Gap Service at JoJo Maman Bébé (Gender Pay Gap Service).

April 2023 - Bonus Pay Gap 

Following a pause in incentive schemes during furlough, bonus payments are once again included in our pay gap calculations. With the reintroduction of some bonus schemes across the business, we see a significant change in the proportion of employees receiving bonuses. However, during the snapshot period, bonuses were only available for returning from parental leave or in our retail sector, which is highly dominated by female employees, leaving the majority of our male employees out of scope for bonus payments.
 

To expand on these figures, we are pleased to see that we were able to make incentive payments to 496 employees across the year, totalling 61% of employees receiving a form of reward.

We are delighted to see that our Mean Bonus Pay Gap has improved to -4%, meaning that on average, for every £1 a female employee receives in incentive payments, a male employee received 96p. We believe this is a lasting effect from alterations to our compensation practices since commencing reporting in 2017, which focuses on meaningful reward within our retail sector.

We will continue to address our Median Bonus Pay Gap of 56%, which is predominantly a result of pro rata bonuses for part time employees and the percentage of part time female employees versus the percentage of part time male employees.

JoJo reviews all compensation practices annually, and will take these factors into consideration in upcoming reviews for enhancing the scope of bonus payments across the business.

Next Steps

We remain steadfast in our efforts to maintain our 0% median pay gap, and further improve upon our achievements in the mean pay gap, and bonus gap.

Over the next few years, we face our biggest challenge yet in tackling gender pay gap. Following the closure of our distribution centre in 2023, the overall composition of our organisation has become significantly more female led.

Our focus will be on enhancing our recruitment policies to ensure diversity and equal opportunities, from our retail sector, where we see such a small percentage of male colleagues due to the nature of the product, to our board of directors.

We look forward to maintaining our progress toward eradicating gender pay and bonus gaps, as well as continuing our endeavours into meaningful reward and benefits.