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Oak Furnitureland Group Limited

Gender Pay Gap Reporting April 2022


During the last year the transformation of our business has continued at pace, as part of this we have strived to cement our company purpose and vision, underpinned by a guiding set of core values. Our people remain at the centre of our business and are integral to its ultimate success.

We have put Equality, Diversity and Inclusion (EDI) at the top of our people agenda by creating a specific EDI strategy. The strategy is focused on building an open and inclusive work environment, where all colleagues have equal opportunity, access to development, progression and growth. We have set key targets to ensure we focus our attention on increasing underrepresented groups and improve the work environment for all.

As we continue to move forward in a post pandemic world, we are focused on developing further flexible policies to support our teams.

Proportion of Male and Female Employees

We pay the same salary to large groups of employees, ensuring pay transparency and promoting equality. We are confident that men and women receive equal pay for performing equivalent jobs.

Oak Furnitureland Group Limited was incorporated in June 2020, we are therefore reporting our Gender Pay Gap figures for the second time. Our data is based on 1127 relevant employees as of 5th April 2022 across Retail, Supply Chain and Head Office teams. We have a 24% to 76% mix of female to male employees. The higher volume of male employees is driven by our Supply Chain locations, which have traditionally attracted a higher proportion of males and this bias is also reflected in the local labour markets.

The proportion of male and female employees in each quartile is shown in the table below:

Quartile Male % Female %
Top quartile 77% 23%
Upper middle quartile 76% 24%
Lower middle quartile 73% 27%
Lower quartile 78% 22%

Gender Pay Gap

The hourly pay for female employees was 5% higher than for male employees, on a mean average basis. On a median basis it was 2.5% lower. This year’s data includes Retail employees, who had been furloughed in the prior year and therefore were excluded from the previous Gender Pay Gap data.

Bonus Reporting

This data is based on 1127 employees across Retail, Supply Chain and Head Office teams. 67% of female employees were awarded a bonus; 76% of male employees were awarded a bonus. Bonus pay for female employees was 11% lower when measured as a mean average, and 11% lower when measured as a median average. The majority of employees who received a bonus or commission-based payment, work in our Retail and Supply Chain teams and the bonuses are performance-related. Retail and Supply Chain colleagues account for over half of Oak Furnitureland Group employees.

Next Steps

Through the Equality, Diversity and Inclusion strategy we remain committed to promoting a more diverse and inclusive workplace and achieving our company targets.

We continue to evolve and develop more flexible shift patterns and hybrid working, which continues to promote a better work life balance and gender equality.

I declare that the data presented in this report is accurate and in line with mandatory requirements.

Alex Fisher
Chief Executive Officer


Gender Pay Gap Explained

All UK businesses of more than 250 employees must publicly report on their gender pay gap (GPG), which is the measure of the difference between the average earnings of men and women across an organisation, regardless of their roles or the nature of their work. This is not the same as equal pay, which is the legal obligation on employers to pay men and women equally for work of equal value.

The GPG is calculated using ‘mean’ and ‘median’ averages.

Mean averages: The sum of the hourly rate of all female employees divided by the total number of female employees. The same calculation is performed for male employees and the gap is expressed as a percentage.

Median average: The midpoint of hourly earnings when all values are listed numerically as a percentage.

The GPG also reports on mean and median bonus gaps, number of male and female employees who receive bonuses, and the proportion of men and women in each quartile of the organisation’s pay structure.


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