Gender Pay Gap Report

At Marley, we believe that having an inclusive and diverse workforce is key to our success and provides us with the opportunities to innovate and make the right decisions, by understanding and reflecting the wide range of backgrounds of our customers.

Our goals for equality and fairness also provide an exciting environment that attracts, retains and develops our talent of great people.

As an employer with over 250 employees, we are required to carry out and publish details of our Gender Pay Reporting, the percentage of our male and female employees who receive a bonus, and the proportions of men and women in each pay quartile of our workforce.

Marley is committed to equality of pay, where a man and a woman are paid the same for like-for-like work, as well as closing any gender pay gaps that exist.

Gender pay gap versus equal pay

It’s important to highlight that a gender pay gap is different to equal pay. While both measures share the same broad objective of eliminating sex discrimination in relation to pay, the two are frequently confused.

• A gender pay gap is the difference between the average gross hourly earnings for all men and the average gross hourly earnings for all women, irrespective of their role or seniority. It captures any overall pay differences between men and women in an organisation
• Equal pay is ensuring that men and women are not paid differently for doing the same or like-for-like work within an organisation. This is looked at based on the roles people are doing
  

Equal pay on its own does not prevent a gender pay gap. Gender pay gaps generally exist where the majority of men are in higher paid roles and the majority of women are in lower paid roles.

The measures

• Mean - The pay/bonus values for male colleagues are added together then divided by how many there are e.g. 1+2+3=6, 6/3=2. The same is done for female colleagues
• Median - The middle pay/bonus value where the values for male colleagues are arranged smallest to largest. The same is done for female colleagues
• Quartiles - The pay values for male and female colleagues are arranged smallest to largest then divided into 4 equal groups (quartiles)
• Positive pay/bonus gap - Where pay/bonus for male colleagues is higher than that for female colleagues on any measure, the gap will be a positive number e.g. 5%
• Negative pay/bonus gap - Where pay/bonus for female colleagues is higher than that for male colleagues on any measure, the gap will be a negative number e.g. -5%

Marley is fully committed to ensuring all our employees are paid a fair wage for the role that they undertake irrespective of gender.

Please see below links for our results.