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Gender pay gap 2019

In our centres, our employees are the face of intu and central to making both customers and visitors happy. We aim to be an employer of choice and to treat our employees fairly and pay them appropriately for their work. This is intu’s third annual disclosure under the Gender Pay Gap (GPG) reporting legislation.

The gender pay gap is different to equal pay:

Equal pay - Equal pay takes into account the nature of a role and its seniority. We regularly review the pay across the organisation with the aim of ensuring that the pay of men and women is the same for equivalent roles and seniority.

Gender pay - The gender pay gap compares a simple average of the pay of men and the pay of women within the organisation. If there are more men than women in senior positions, as is currently the case at intu, this results in the overall average of the pay of men being higher than the overall average of the pay of women. 

intu also has two very different populations in our management services (‘MSL’) and retail services (‘RSL’) businesses and full details for each business are [in the statutory disclosures at the end of this update] [AR: on our group website].

As a group, our headline gender pay gap figures are as follows:

Pay gap – difference between the average pay of men and women Bonus gap – difference between the average bonus paid to men and women
Median 2.5% 0.0%
Mean 8.7% 32.7%
Proportion of women receiving a bonus Proportion of men receiving a bonus
85.7% 82.6%

Our median pay and bonus gaps are significantly below the national average, and all figures at the group level show an improvement in favour of women since last year. Similarly, the median hourly rate and mean bonus for intu MSL, and mean hourly rate for intu RS all moved in favour of women, although some other figures moved slightly the other way. Our mean bonus gap is largely driven by the current higher proportion of men, rather than women, in our most senior positions. This has a disproportionate impact on the average bonus when calculated on a mean basis. 

Once again we have looked at the gender pay gap for some key groups of employees within our shopping centres, as shown below.  This continues to show relatively small GPGs in a number of groupings and in some categories the gap actually favours women (minus figures in the detail for centres are GPGs in favour of women). 

Addressing the gender pay gap

Addressing the gender pay gap involves resourcing and developing employees at all levels over an extended period of time. intu has significantly restructured its Board, Executive Committee and senior leadership team over the past 12 months, a process that remains ongoing. In the last year we have:

  1. internally promoted two women to either new or expanded roles on the Executive Committee, while removing (by January 2020) three positions previously held by men
  2. continued to include multiple women in shortlists for key recruitments where possible
  3. adopted more flexible and agile working practices and arrangements
  4. significantly improved our provisions on enhanced maternity and paternity pay, and continued to support requests for share parental leave
  5. offered individual coaching and mentoring development to both women and men at senior levels
  6. encouraged and supported a networking programme that actively promotes the role of women across the business

In addition,

  1. Our minimum rate of pay for all staff maintains a healthy differential above the National Living Wage and ensures men and women doing comparable jobs on the ‘front line’ receive equal pay rates at each location.
  2. We conduct an annual remuneration review across all staff in the first quarter of each calendar year and as part of this look closely at each and every opportunity to reduce the gender pay gap throughout the company.

Statutory disclosures

The gender pay regulations require disclosures for all employing businesses with more than 250 employees. intu has two employing businesses:

intu Retail Services – employing all the front line staff at our centres (about 2000 employees).

intu Management Services – professional and support staff at head office, together with operational leadership roles at our shopping centres (about 450 employees).

We also provide our overall Group disclosures.

intu Retail Services

Pay gap - difference between the average pay of men and women Bonus gap - difference between the average bonus paid to men and women
2018 2019 2018 2019
Median 3.4% 4.2% 0.0% 0.0%
Mean 8.9% 7.8% 8.1% 8.6%
Proportion of women receiving a bonus Proportion of men receiving a bonus
2018 2019 2018 2019
84.7% 85.6% 82.7% 82.1%
First quartile Second quartile Third quartile Fourth quartile
Female Male Female Male Female Male Female Male
2019 50.0% 50.0% 35.9% 64.1% 29.1% 70.9% 27.5% 72.5%
2018 46.3% 53.7% 44.2% 55.8% 30.3% 69.7% 27.1% 72.9%

intu Management Services

Pay gap - difference between the average pay of men and women Bonus gap - difference between the average bonus paid to men and women
2018 2019 2018 2019
Median 35.1% 33.9% 38.6% 59.9%
Mean 39.4% 41.8% 78.1% 65.7%
Proportion of women receiving a bonus Proportion of men receiving a bonus
2018 2019 2018 2019
88.2% 85.8% 84.5% 86.1%
First quartile Second quartile Third quartile Fourth quartile
Female Male Female Male Female Male Female Male
2019 78.7% 21.3% 63.0% 37.0% 49.0% 51.0% 31.8% 68.2%
2018 75.5% 24.5% 59.4% 40.6% 53.8% 46.2% 29.5% 70.5%

intu Group

Pay gap - difference between the average pay of men and women Bonus gap - difference between the average bonus paid to men and women
2018 2019 2018 2019
Median 4.7% 2.5% 0.0% 0.0%
Mean 9.7% 7.9% 54.4% 32.7%
Proportion of women receiving a bonus Proportion of men receiving a bonus
2018 2019 2018 2019
85.5% 85.7% 83.0% 82.6%
First quartile Second quartile Third quartile Fourth quartile
Female Male Female Male Female Male Female Male
2019 51.5% 48.5% 32.1% 67.9% 33.4% 66.6% 39.6% 60.4%
2018 47.7% 52.2% 37.3% 62.7% 36.1% 63.9% 39.2% 60.8%

I can confirm the above disclosures are accurate and have been prepared in line with the mandatory UK reporting regulations.

Matthew Roberts, Chief Executive Officer