Our use of cookies

We use cookies to elevate your user experience and enhance the quality of our site. To find out more or adjust cookie settings, click here.

Analytics cookies

We’d like to set Google Analytics cookies to help us to improve our website by collecting and reporting information on how you use it. The cookies collect information in a way that does not directly identify anyone.

:

Skip to main content

Gender Pay Gap Reporting

At Burberry we are committed to fostering an inclusive environment where all our employees have opportunities to achieve their ambitions.

At Burberry, we have always sought to build a culture that is diverse, open and inclusive, where all perspectives are valued. Diversity enriches our creativity and our culture, and we recognise we work best when we bring together different viewpoints, backgrounds and experiences.

Since 2017, the UK Government has required public and private sector employers, with 250 or more employees, to publish key data on the gender pay gap in their UK businesses. We have reported gender pay gap figures annually in that period for our UK employee population, which makes up about a third of our global workforce.

In our latest report, we have also introduced ethnicity pay gap reporting for the first time. We believe transparency drives accountability and allows us to better determine where we need to improve.

The gender and ethnicity pay gaps are distinct from equal pay, which is a comparison of the pay of men and women carrying out the same or equivalent roles. Our policy is to pay all our employees in line with their level and experience, irrespective of gender. Alongside reviewing our gender and ethnicity pay gap data, we perform a pay analysis annually to ensure we meet our commitment to equal pay.

As well as explaining the pay gap data in our reporting, we detail the initiatives we have put in place to address our gender and ethnicity pay gaps. These include diversifying hiring practices, providing meaningful development opportunities, and enhancing our policies.

We are committed to realising our ambition to be the best workplace for women in the industry. We support women across our entire organisation and continue to evolve our programmes and initiatives to meet this goal.

Our aim remains to close the gender pay gap, significantly narrowing it by 2025. As we better understand the diversity of our colleague population through measuring our ethnicity pay gap data, we aim to raise awareness around voluntarily disclosing diversity information. With greater insight, we can accurately set further goals to address the ethnicity pay gap.