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Gender Pay Gap Statement 


Our gender pay figures relate to The Grass Roots Group UK Limited as at April 2018*
 
The tables below show our overall median and mean gender pay and bonus gap as at the snapshot date of 5th April 2018
 
  Mean Median
Gender pay gap 21.8% 27.5%
Gender bonus pay gap 37.4% -6.5%
 
The proportion of males and females receiving a bonus payment
 
  • Proportion of men receiving a bonus 12.4%
  • Proportion of women receiving a bonus is 8.1%
 
Proportion of females and males in each quartile band
 
Pay Quartiles Males Females
Lower 34.7%
 
65.3%
 
Lower Middle 37.3%
 
62.7%
 
Upper Middle 40.2%
 
59.8%
 
Upper 63.7%
 
36.3%
 
 
 
Data differences from 2017 to 2018
 
In 2017 The Grass Roots Group Holdings Limited was not included in the data as it was a separate entity, not required to submit its data. Since then this entity has merged into Hawk Incentives (previously The Grass Roots Group UK Limited), and therefore this has resulted in an increased salary and gender composite, which accounts for the difference in the year on pay gap. Essentially, we are not able to compare like for like from 2017 to 2018.
 
 
 
Understanding our Gender Pay Gap
 
Our gender pay and bonus gap (as at April 2018) is influenced by the composition of our workforce as a result of being a Technology organisation.  Our large Technology team comprises of mostly male role holders, with those roles being in the Upper and Upper Middle pay quartiles.  This is reflective of the challenge faced by the wider UK industry where typically fewer women are drawn to Technology disciplines.   At the same time the lowest pay quartile roles such as operational support functions are fulfilled by mostly women.
 
Considering our wider working environment, we have many initiatives that encourage a diverse workforce.  These include established flexible working practices that many of our colleagues participate in, support for working families and encouraging internal promotions.  
In addition we regularly review all employees’ pay against our robust salary framework to ensure all role holders are paid fairly for comparable roles, regardless of gender. 
 
We strive to continue to offer an inclusive and flexible environment for all our colleagues and are confident our gender pay gap is one of organisational make up rather than pay inequality.
 
It is worthwhile noting we are still in line with other organisations in our sector.
 
Like many organisations we want to uphold our reputation as a fair employer and we will continue to do further work in support of reducing the Gender Pay Gap. We are also considering whether we can work with the Women in Technology Charter and we will continue to explore this.
 
I declare that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
 
 
Dawn McCutcheon
Senior HR Director
 
*Data has been reported as The Grass Roots Group UK Limited as we did not change our name to Hawk Incentives UK Ltd. until 2nd May 2019. The Grass Roots Group UK Limited was the only entity of Blackhawk Network that met the necessary minimum headcount threshold for gender pay gap reporting requirements as at April 2018.



 

Previous Gender Pay Gap Statements

 

Our gender pay figures relate to The Grass Roots Group UK Limited as at April 2017*
 
The tables below show our overall median and mean gender pay and bonus gap as at the snapshot date of 5th April 2017 

  Mean Median
Gender pay gap 18% 29.3%
Gender bonus pay gap 31.1% 21.6%
 
The proportion of males and females receiving a bonus payment
 
  • Proportion of men receiving a bonus 45%
  • Proportion of women receiving a bonus is 44.9%
 
Proportion of females and males in each quartile band
 
Pay Quartiles Males Females
Lower 34.5%
 
65.5%
 
Lower Middle 36.4%
 
63.6%
 
Upper Middle 43.2%
 
56.8%
 
Upper 62.5%
 
37.5%
 
 
 
Understanding our Gender Pay Gap
 
Our gender pay and bonus gap (as at April 2017) is influenced by the composition of our workforce as a result of being a Technology organisation.  Our large Technology team comprises of 85% male role holders, and 79% of Technology roles are in the Upper and Upper Middle pay quartiles.  This is reflective of the challenge faced by the wider UK industry where typically fewer women are drawn to Technology disciplines.   At the same time the lowest pay quartile roles such as operational support functions are fulfilled by mostly women.
 
Considering our wider working environment, we have many initiatives that encourage a diverse workforce.  These include established flexible working practices that many of our colleagues participate in, support for working families and encouraging internal promotions.   In addition we regularly review all employees’ pay against our robust salary framework to ensure all role holders are paid fairly for comparable roles, regardless of gender. 
 
I declare that our data has been calculated according to the requirements of the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017.
 
 
Dawn McCutcheon
 
*The Grass Roots Group UK Limited, the only subsidary of Blackhawk Network that meets the necessary minimum headcount threshold for gender pay gap reporting requirements as at April 2017.